In a number of prior posts on our New Jersey employment law blog, we have had occasion to note that Title VII of the Civil Rights Act of 1964 prohibits a wide range of discriminatory conduct. We have mentioned that companies cannot base their employment decisions on factors such as an employee’s race, gender or religion.

In addition, federal law offers protection to employees with certain medical conditions. In particular, the Pregnancy Discrimination Act provides that employers cannot discriminate against employees because they are, or have become, pregnant. While the law does not stop some employers from violating it, employment discrimination lawsuits can provide fired employees with the compensation they deserve.

Last week, the U.S. Equal Employment Opportunity Commission settled a discrimination claim against two companies that run living facilities for senior citizens. The conduct that became the basis for the suit occurred at the companies’ Atlanta location. According to information in the lawsuit, two female employees, one a personal care assistant and the other a chef, let their superiors know that they had become pregnant.

Then the discriminatory behavior began. Supervisors cited them for poor job performance and they were wrongfully terminated not long after. According to an EEOC attorney, the agency helped file the discrimination lawsuit after it found evidence that the companies used the employees’ pregnancy as a consideration in their decision to fire them.

Under the terms of the settlement, the companies must provide $94,000 to the women, report instances of discrimination and train their employees on equal employment opportunities.

Source: U.S. Equal Employment Opportunity Commission, “Belmont Village to Pay $94,000 to Settle EEOC Pregnancy Discrimination Suit,” July 30, 2012.