Quest Intelligence Group, LLC, is being sued by the Equal Employment Opportunity Commission (EEOC) on behalf of a former employee who was not allowed to return to work after taking time off for maternity leave.
Tabitha Feeny had worked as a security guard for Quest for one year before taking time off to have a baby. Under the federal Family and Medical Leave Act (FMLA), employees are entitled to take up to 12 weeks of job-protected leave after the birth or adoption of a child. There are certain eligibility requirements before this entitlement kicks in however; an employee typically must work for the same employer for at least 12 months prior to taking leave.
Feeny claims that Quest did not allow her to return to work after taking maternity leave because there simply was no work available at the time. Despite a promise to contact Feeny when work became available, the security company continued to advertise for open positions, hiring several male workers while not extending an offer of re-employment to Feeny.
In her pregnancy discrimination lawsuit, Feeny is seeking:
- Payment for lost wages
- Payment for emotional distress
- Punitive damages
- Training for Quest employees and EEOC monitoring of the company’s employment practices
California offers job protection for workers in addition to those granted under the FMLA. The California Family Rights Act (CFRA) also ensures that employees are given 12 weeks of job-protected leave for the birth or adoption of a child.
Source: JusticeNewsFlash, “EEOC Sues Calif. Security Company for Pregnancy Discrimination,” November 4, 2012
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