Oklahoma Medical Practice Settles Pregnancy Discrimination Lawsuit for $90K
Urologic Specialists of Oklahoma, Inc., a prominent medical practice operating five clinics across Oklahoma, Arkansas, and Missouri, has agreed to pay $90,000 and provide additional relief to resolve a pregnancy and disability discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC). This settlement highlights the importance of adhering to federal laws that protect employees from discrimination based on pregnancy and disability.
According to the EEOC’s lawsuit, filed in 2023, Urologic Specialists denied reasonable accommodations to a medical assistant at its Tulsa facility during the final trimester of her high-risk pregnancy. The medical assistant’s doctor recommended that she be allowed to sit, take short breaks, or work part-time to safeguard her health and safety. However, instead of accommodating these requests, the medical practice compelled her to take unpaid leave. Furthermore, they did not guarantee her job upon her return after childbirth, nor did they assure her that she would have breaks to express breast milk. When the assistant indicated that she could not return to work without these essential breaks, Urologic Specialists terminated her employment.
This alleged behavior is a violation of the Pregnant Workers Fairness Act (PWFA) and the Americans with Disabilities Act (ADA), both of which prohibit discrimination against employees due to pregnancy and disability. The EEOC initiated legal action (EEOC v. Urologic Specialists of Oklahoma, Inc., Case No. 24-cv-00452-JFJ) in the U.S. District Court for the Northern District of Oklahoma after unsuccessful attempts to reach a pre-litigation settlement through its administrative conciliation process.
As part of the settlement, which spans four years, Urologic Specialists is required to implement several measures to ensure compliance with the PWFA and ADA. This includes designating personnel responsible for overseeing adherence to these laws, adopting robust policies and procedures for providing reasonable accommodations to pregnant or disabled employees, and conducting training sessions for supervisors and staff.
Source: EEOC
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Urologic Specialists of Oklahoma, Inc., a prominent medical practice operating five clinics across Oklahoma, Arkansas, and Missouri, has agreed to pay $90,000 and provide additional relief to resolve a pregnancy and disability discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC). This settlement highlights the importance of adhering to federal laws that protect employees from discrimination based on pregnancy and disability.
According to the EEOC’s lawsuit, filed in 2023, Urologic Specialists denied reasonable accommodations to a medical assistant at its Tulsa facility during the final trimester of her high-risk pregnancy. The medical assistant’s doctor recommended that she be allowed to sit, take short breaks, or work part-time to safeguard her health and safety. However, instead of accommodating these requests, the medical practice compelled her to take unpaid leave. Furthermore, they did not guarantee her job upon her return after childbirth, nor did they assure her that she would have breaks to express breast milk. When the assistant indicated that she could not return to work without these essential breaks, Urologic Specialists terminated her employment.
This alleged behavior is a violation of the Pregnant Workers Fairness Act (PWFA) and the Americans with Disabilities Act (ADA), both of which prohibit discrimination against employees due to pregnancy and disability. The EEOC initiated legal action (EEOC v. Urologic Specialists of Oklahoma, Inc., Case No. 24-cv-00452-JFJ) in the U.S. District Court for the Northern District of Oklahoma after unsuccessful attempts to reach a pre-litigation settlement through its administrative conciliation process.
As part of the settlement, which spans four years, Urologic Specialists is required to implement several measures to ensure compliance with the PWFA and ADA. This includes designating personnel responsible for overseeing adherence to these laws, adopting robust policies and procedures for providing reasonable accommodations to pregnant or disabled employees, and conducting training sessions for supervisors and staff.
Source: EEOC
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