As detailed in the article, Chick-Fil-A Franchisee at Concord Commons to Pay $10,000 to Settle EEOC Pregnancy Discrimination Suit, Heather Morrison, who was six months pregnant at the time, interviewed with a Chick-Fil-A franchise owner for a team member position. During her interview, the owner asked such questions as how many months she had been pregnant; her expected delivery date; her childcare plans after giving birth; and how much maternity leave she planned to take. The owner called Ms. Morrison three days after the interview and informed her that she did not get the job, but to let the company know after she had given birth and made proper childcare arrangements.
After attempts to settle with the franchise failed, a suit was filed by the EEOC, alleging that the owner of the Chick-fil-A franchise was in violation of Title VII of the Civil Rights Act of 1964, specifically as amended by the Pregnancy Discrimination Act. “Working women who choose to have children shouldn’t be treated differently from other employees or applicants simply because they are pregnant, ” stated regional attorney for the EEOC’s Charlotte District Office.
In addition to the $10,000 settlement to paid to Ms. Morrison, Chick-Fil-A is required to to develop and implement a policy that prohibits future pregnancy discrimination, conduct annual preventive training on pregnancy discrimination for all Chick-Fil-A employess, and finally, the company is required to report all job openings to the EEOC for a two year period, in addition to its hiring decisions regarding pregnant applicants.
If you or someone you know thinks they have experienced discrimination due pregnancy, the team at Radford & Keebaugh can help. Contact us by phone at (678) 369-3609 or use our contact form.