Pregnancy Bias and Retaliation Suit
SOC/315 Cultural Diversity

Pregnancy Bias and Retaliation Suit
A description of the compliance issue that led to the lawsuit and its ramifications for the organization.
Here is a description of the compliance issue that led to the pregnancy bias and retaliation lawsuit. U.S. Equal Employment Opportunity Commission (EEOC), files to settle a pregnancy discrimination and retaliation lawsuit. The lawsuit was against a LLC, Kids R Us in Oklahoma City which own and runes multiple child care facilities in Oklahoma. Kids R Us, LLC is to pay $75,000 in relief to Shawna Capps. Shawna Capps was hired in July 2009 by Kids R Us. She informed the owners of Kids R Us in March 2010 that she was pregnant. In a meeting held by Kids R Us later the month Shawna Capps was informed by the owner that she was being demoted. Capps was being demoted to a part-time cook job and they were hiring a new administrator to take over her full-time position as assistant facility director. The reason for Capps being demoted was being she had “decided to get pregnant.” (eeoc, 7-24) After being demoted Capps filed a pregnancy discrimination and retaliation lawsuit with EEOC against Kids R Us. Also working at Kids R Us were Capps’s sister, Dana Finley, and her cousin, Melissa Capps. Shawna Capps cousin Melissa Capps told that demoting her cousin was discriminatory. Shawna Capps was then transferred from the facility near her home in Choctaw to a facility in Shawnee. Capps was transferred shortly after she filled her charge with EEOC. Capps being transferred forced her to transfer then shortly after her cousin and sister were fired. Kids R Us gave no reason to why they fired Capps sister or cousin.
A brief summary of the functions of the EEOC in one paragraph.
Here is a brief summary of the functions of the EEOC with the pregnancy bias and retaliation lawsuit.The U.S. Equal Employment Opportunity Commission (EEOC) helps prevent the discrimination against an employer or a person applying for a job because of a person’s race, religion, color, sex including women that are pregnant, national origin, age, disability or genetic information. The U.S. Equal Employment Opportunity Commission (EEOC) enforces federal laws by making sure employers get prosecuted. If an employee complains about discrimination it is illegal to discriminate against that person. It is also illegal to decimate against an employee who filed a charge against discrimination or who participated in an investigation. Situations at work, including promotions, harassment, wages, training, benefits, hiring, and firing are all part of the laws enforced by The U.S. Equal Employment Opportunity Commission (EEOC). Employers must have at least 15 employers to be covered by EEOC laws.
The EEOC’s role in this lawsuit.
“Pregnancy does not equal inability to work, and no employee should be punished for complaining about illegal treatment of a coworker; or worse yet, simply being related to or closely associated with a coworker who complains,” said Patrick J. Holman attorney of EEOC trial. “Thankfully, last year, in Thompson v. North American Stainless, the U.S. Supreme Court specifically expanded retaliation protection to include this last category of victim with those entitled to a remedy.” (eeoc, 7-24)
“We hope this settlement will serve as an example to all employers that this agency takes seriously the right of people to complain about illegal job discrimination and that we will vigorously enforce the prohibitions against pregnancy discrimination,” said Barbara Seely who is the Regional Attorney of the EEOC in the St Louis District Office. (eeoc, 7-24)
Here are some of the EEOC’s roles in the pregnancy bias and retaliation lawsuit. Title VII of the Civil Rights Act of 1964 is the law that was violated against Shawna Capps. This law is against the discrimination of an employer who is pregnant. The Civil Rights Act of 1964 was amended by the