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California Healthcare Company Settles Discrimination and Wrongful Termination Suit

Posted by Eric Kingsley | Feb 15, 2019 | 0 Comments

Equal employment opportunity law

California-based Healthcare Company Settles Disability, Pregnancy Discrimination and Wrongful Termination Suit filed by EEOC

According to a December 6, 2018 U.S. Equal Employment Opportunity Commission (EEOC) release, Visalia, California-based Family HealthCare Network (FHCN) will pay $1.75 million and provide other relief to settle a claim filed by the EEOC.  The suit claims the health care network failed to provide reasonable accommodations to its disabled and/or pregnant employees. Further, the company refused to provide additional leave and eventually fired the disabled or pregnant employees when they were unable to return to work at the end of their leave. Using rigid policies and practices regarding employee leave, Family HealthCare discharged some employees before they had exhausted their approved leave and failed to rehire them when they returned to work.

FHCN operates community health centers and patient-centered medical homes in Tulare, Kings, and Fresno Counties. The company operates over 2o locations and has been operating since 1976. FHCN's actions described above violate the Americans with Disabilities Act (ADA) as well as  Title VII of the Civil Rights Act of 1964, as amended by the Pregnancy  Discrimination Act (PDA), and Title I of the Civil Rights Act of 1991. 

Healthcare worker wrongful termination

In  addition to the $1.75 million in monetary relief, a three-year consent decree requires Family HealthCare to retain an EEO monitor to review and revise the  company's policies. The company will also implement effective  training regarding preventing discrimination and harassment based on disability  and/or sex-pregnancy for the owners, human resources, supervisory personnel and staff. FHCN will also develop a centralized tracking  system for employee requests for accommodations and discrimination complaints. Lastly, FHCN is also required to submit regular reports to the EEOC verifying  compliance with the decree.

As Kingsley & Kingsley has covered in the past, one of the six national  priorities identified by the EEOC's Strategic Enforcement Plan  (SEP) is for the agency to address emerging and developing issues in equal employment law, including qualification standards and inflexible leave policies that discriminate against individuals with disabilities as well as  accommodating pregnancy-related issues under the ADA and the PDA.

California Employment Lawyers

If you feel you have the merits for a wrongful termination suit, or have questions about the ADA or pregnancy discrimination, don't hesitate to contact an experienced wrongful termination lawyer. To discuss these California employment laws, or a potential claim on your behalf, feel free to call us toll-free at (888) 500-8469 or click here to contact us via email.

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About the Author

Eric Kingsley

In practice since 1996, attorney and firm co-founder Eric B. Kingsley has litigated complex cases and authored numerous appellate briefs in both state and federal court on behalf of the California law firm of Kingsley & Kingsley, including over 150 class actions. Mr. Kingsley concentrates his pra...

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