Published Date: 08/25/2014
By George Ports
The US Equal Employment Opportunity Commission (EEOC) recently announced that it has sued Savi Technology, Inc., alleging that the company violated federal law when it rescinded a job offer after learning that a successful candidate had recently given birth. Savi Technology, Inc., based in Alexandria, Virginia, specializes in providing sensor-based predictive analytic solutions that enable customers to track and monitor high value assets.
This lawsuit involves a female applicant who was offered a Director of Human Resources position after she successfully completed a telephone and an in-person interview. The applicant disclosed to the company vice president and general counsel that she had recently given birth. According to the lawsuit, the vice president and general counsel the next day informed the applicant that Savi was rescinding the job offer.
Conduct such as this violates Title VII of the Civil Rights Act of 1964, as amended by the Pregnancy Discrimination Act. This act prohibits discrimination on the basis of pregnancy, childbirth or related medical conditions. The agency filed suit after first attempting to reach a voluntary pre-litigation settlement through its conciliation process. In the lawsuit, the EEOC is seeking an injunction prohibiting Savi Technology from engaging in discrimination based on sex, lost wages, compensatory and punitive damages, as well as other affirmative relief.
The agency recently issued Enforcement Guidance on Pregnancy Discrimination and Related Issues (see John Gupton's recent articleEEOC Issues Updated Enforcement Guidance On Pregnancy Discrimination), along with a question and answer document about the guidance and a fact sheet for small businesses. To read more on pregnancy discrimination related cases, go to http://j.mp/PD-FS.