iPRO Dental Laboratory, Inc., a Fort Lauderdale manufacturer of dental restoration products, will pay $30,000 and implement comprehensive workplace reforms to resolve allegations that it terminated an employee in January 2023 solely because she disclosed her pregnancy. The settlement resolves a federal lawsuit filed by the EEOC in the U.S. District Court for the Southern District of Florida.
According to the EEOC's complaint, the company engaged in a pattern of pregnancy discrimination when it fired the employee within days of learning about her pregnancy. The employee started work on a Monday, informed the company she was pregnant on Tuesday, and was terminated on Friday with no documented performance or disciplinary issues. "Employers cannot force workers out of their jobs because of pregnancy," said Kristen Foslid, regional attorney for the EEOC's Miami District Office.
Under the settlement agreement, iPRO must implement significant structural changes beyond the monetary payment. The company will hire a third-party equal employment opportunity coordinator to investigate discrimination complaints and observe interviews to provide feedback on best practices. iPRO also must establish an employee hotline for reporting discrimination, create formal policies addressing pregnancy discrimination and accommodation requests, and provide annual training for all employees.
The case reflects the EEOC's continued focus on pregnancy discrimination enforcement, particularly targeting employers who make quick termination decisions after learning of an employee's pregnancy. The Miami District Office has recently secured settlements in similar cases, including a $135,000 recovery under the Pregnant Workers Fairness Act and a lawsuit against BestBet Jacksonville for pregnancy-related violations.
"Assumptions and stereotypes about pregnant workers' ability to perform have no place in a fair and equitable workplace," said EEOC Miami District Director Evangeline Hawthorne. "The EEOC will continue to stand up for the rights of all employees to work in an environment free from discrimination."
The settlement requires iPRO to post notices about the lawsuit and submit biannual reports to the EEOC regarding discrimination complaints and accommodation requests related to pregnancy, childbirth, or related medical conditions. The EEOC filed the lawsuit after its administrative conciliation process failed to produce a pre-litigation settlement.
The enforcement action demonstrates the EEOC's aggressive approach to cases involving pregnancy discrimination in hiring and early employment decisions. For employers, the case underscores the importance of maintaining clear documentation of employment decisions and ensuring pregnancy-related disclosures do not influence termination decisions, particularly during probationary periods.