US Steel Faces Lawsuit Over Pregnancy Discrimination at Minnesota Mining Operation
U.S. Steel, a prominent multinational steel and iron mining company, is facing serious allegations from the U.S. Equal Employment Opportunity Commission (EEOC). The agency has charged the company with violating federal law by failing to provide a reasonable accommodation for an employee during her pregnancy.
The lawsuit centers around an experienced mining equipment operator employed at U.S. Steel’s Minntac mine, located in northern Minnesota. During her high-risk pregnancy, she required accommodations to avoid operating the most physically demanding machinery. Instead of allowing her to temporarily perform other tasks within her job description, U.S. Steel placed her on involuntary leave for several weeks. Although the company eventually permitted her to return to work, her situation deteriorated further. Initially, she was assigned tasks that did not align with her medical restrictions, and ultimately, she was removed from her regular role entirely. This left her working in a menial office position, significantly reducing her earning potential during a critical time.
The lawsuit also claims that U.S. Steel retaliated against her after her pregnancy. Following her return, she was reportedly denied access to higher-paying assignments and was instead assigned to more challenging and less desirable jobs in remote areas of the mine. This pattern of behavior raises serious concerns about the company’s commitment to supporting its employees, particularly those facing health challenges.
Source: EEOC
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U.S. Steel, a prominent multinational steel and iron mining company, is facing serious allegations from the U.S. Equal Employment Opportunity Commission (EEOC). The agency has charged the company with violating federal law by failing to provide a reasonable accommodation for an employee during her pregnancy.
The lawsuit centers around an experienced mining equipment operator employed at U.S. Steel’s Minntac mine, located in northern Minnesota. During her high-risk pregnancy, she required accommodations to avoid operating the most physically demanding machinery. Instead of allowing her to temporarily perform other tasks within her job description, U.S. Steel placed her on involuntary leave for several weeks. Although the company eventually permitted her to return to work, her situation deteriorated further. Initially, she was assigned tasks that did not align with her medical restrictions, and ultimately, she was removed from her regular role entirely. This left her working in a menial office position, significantly reducing her earning potential during a critical time.
The lawsuit also claims that U.S. Steel retaliated against her after her pregnancy. Following her return, she was reportedly denied access to higher-paying assignments and was instead assigned to more challenging and less desirable jobs in remote areas of the mine. This pattern of behavior raises serious concerns about the company’s commitment to supporting its employees, particularly those facing health challenges.
Source: EEOC
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