Title VII Term Paper

 Karley Messner

Professor Time 

Leadership and Law

20 June 2024

Term Paper

The Title VII of the Civil Rights Act of 1964 is a landmark federal law that prohibits employment discrimination based on race, color, religion, sex, and national origin. In particular, Title VII protects employees from pregnancy discrimination, ensuring that pregnant individuals are not treated unfairly in the workplace. The law specifically prohibits employers from discriminating against employees or job applicants on the  basis of pregnancy, childbirth, or related medical conditions. Under Title VII, it is unlawful for employers to engage in various prohibited practices, such as refusing to hire a pregnant individual, firing an employee because of pregnancy, demoting a pregnant employee the same benefits or accommodations provided to other employees. The scope of coverage of the law extends to all employers with fifteen or more employees, including federal, state, and local governments, as well as private employers. 

To prove a claim of pregnancy discrimination under Title VII, a plaintiff must demonstrate that they were treated unfavorably because of their pregnancy or related medical condition. This may involve showing disparate treatment compared to non-pregnant employees, being denied reasonable accommodations for pregnancy-related limitations, or facing adverse employment actions specifically due to pregnancy. Employers may assert defenses to pregnancy discrimination claims, such as demonstrating legitimate non-discriminatory reasons for their actions or showing that the plaintiff’s pregnancy was not a factor in the employment decision. However, employers can be held liable for the discriminatory actions of their employees or even customers if they fail to take appropriate steps to prevent and address discrimination in the workplace. (US EEOC, 2024)

The process for filing a pregnancy discrimination claim typically involves submitting a charge of discrimination to the Equal Employment Opportunity Commission (EEOC) within 180 days of the alleged discriminatory act. If the EEOC finds evidence of discrimination, the plaintiff may be eligible for remedies such as back pay, reinstatement, compensatory damages, and injunctive relief. Back pay refers to the wages and benefits that a plaintiff would have earned from the date of the discriminatory action until the date of a court judgment or settlement. This remedy is designed to compensate the plaintiff for the financial losses suffered as a result of the discrimination. Reinstatement involves restoring the plaintiff to their former position or a substantially equivalent one that they held before the discriminatory action took place. This remedy is often sought when an employee has been wrongfully terminated or demoted due to discrimination. Compensatory damages are monetary awards intended to compensate the plaintiff for non-economic losses resulting from the discrimination, such as emotional distress, pain and suffering, and mental anguish. These damages are meant to address the harm caused to the plaintiff beyond just financial losses and are awarded to make the individual whole again. Injunctive relief involves court ordered actions that require the defendant (usually the employer) to take specific steps to prevent future discrimination or to rectify ongoing discriminatory practices (US EEOC, 2024).

Several notable business cases have shed light on the issue of pregnancy discrimination, including Young v. UPS, in which the Supreme Court clarified the standard for proving pregnancy discrimination, and EEOC v. Bloomberg LP, which resulted in a settlement requiring the company to provide accommodations for pregnant employees. There is also the case of Young v. United Parcel Service, Inc. 2015 (Supreme Court Resources, 2024); In this case the supreme court clarified the standard for proving pregnancy discrimination under the Pregnancy Discrimination Act. Peggy Young, a UPS driver, alleged that the company violated the Act by failing to provide her with light-duty work when she became pregnant. The Court’s decision established that employers must treat pregnant employees the same as other employees who are similar in their ability or inability to work. This case set an important precedent for determining when pregnancy discrimination occurs in the workplace. Another notable case would be Cleveland Board of Education v. LaFleur 1974; This case involved a policy of the Cleveland Board of Education that required pregnant teachers to take unpaid maternity leave starting five months before the expected birth of their child. The Supreme court ruled that the policy was discriminatory and violated the Due Process Clause of the Fourteenth Amendment. The decision emphasized the importance of protecting the rights of pregnant employees and ensuring that they are not subjected to unfair treatment based on their pregnancy (Cleveland Board of Education, 1974). Lastly, the case of EEOC v. Dillard’s Inc 2010; In this case, the Equal Employment Opportunity Commission sued Dillard’s, for allegedly firing a sales associate because of her pregnancy. The EEOC argued that the termination constituted pregnancy discrimination in violation of Title VII. The case resulted in a settlement in which Dillard’s agreed to implement policies and training to prevent pregnancy discrimination, compensate the affected employee, and provide back pay and reinstatement. This case highlights the legal consequences for employers who engage in pregnancy discrimination and the importance of proactive measures to prevent such discrimination in the workplace (US EEOC, 2024).

In my opinion, the issue of pregnancy discrimination is often overlooked especially in male dominated careers or the service industry. I have many personal friends that I have seen affected by pregnancy discrimination, and due to intimidation and the company being able to afford better lawyers, they never received justice. I wish I had known this information sooner to advise them with. Pregnant women should not be terminated or treated any differently for being with child, unless their physical condition is limiting them to do their normal tasks. Pregnant women should be protected and well accommodated for, pregnancy is the most natural part of humanity and should be respected and cherished even in the workplace. 

 To protect itself from violating Title VII and engaging in pregnancy discrimination, a business should establish clear anti-discrimination policies, provide training to employees on equal employment opportunity laws, offer reasonable accommodations for pregnant employees, and promptly investigate and address any complaints of discrimination in the workplace. In conclusion, Title VII of the Civil Rights Act of 1964 serves as a crucial safeguard against pregnancy discrimination in the workplace, ensuring that pregnant individuals are treated fairly and afforded equal employment opportunities. By understanding the law, implementing proactive measures to prevent discrimination, and addressing any violations promptly, businesses can create a more inclusive and compliant work environment for all employees.

Works Cited

” Supreme Court Resources, www.oyez.org/cases/2014/12-1226. June 2024. “Lafleur v. 

Cleveland Board of Education 414 U.S. 632 (1974).” ACLU of Ohio, 2 Jan. 1974, www.acluohio.org/en/cases/lafleur-v-cleveland-board-education-414-us-632-1974. 

“Dillard’s to Pay $2 Million to Settle Class Action Disability Discrimination Lawsuit by EEOC.” US EEOC, www.eeoc.gov/newsroom/dillards-pay-2-million-settle-class-action-disability-discrimination-lawsuit-eeoc. June 2024. 

“Chapter 11 Remedies.” US EEOC, www.eeoc.gov/federal-sector/management-directive/chapter-11-remedies. 

Issuing Authority                                                                                                      

 This guidance document was issued upon approval by vote of the U.S. Equal Employment Opportunity Commission., and This guidance document was issued upon approval by vote of the U.S. Equal Employment Opportunity Commission. “Enforcement Guidance on Pregnancy Discrimination and Related Issues.” US EEOC, www.eeoc.gov/laws/guidance/enforcement-guidance-pregnancy-discrimination-and-related-issues.