The U.S. Equal Employment Opportunity Commission sued a Jacksonville, Florida, poker room Tuesday, alleging BestBet Jacksonville violated the Pregnant Workers Fairness Act by refusing reasonable accommodations to multiple pregnant employees. One worker faced low blood pressure causing dizziness and fainting, plus a subchorionic hematoma that risked pregnancy loss; her doctor's note requested two and a half weeks off, but the company denied the leave and blocked her return. This case highlights growing federal scrutiny of workplace pregnancy protections amid a pattern of similar denials at the venue.
Allegations Center on Repeated Accommodation Failures
The EEOC complaint details how the charging party informed human resources of her conditions and submitted medical documentation, yet BestBet rejected her time off and later refused reinstatement. Company policy extended no flexibility for such needs, affecting a class of female employees with pregnancy or childbirth-related limitations. Such denials expose workers to health risks, including potential miscarriage from untreated complications like hematomas, which involve blood pooling near the placenta.
Pregnant Workers Fairness Act Demands Interactive Process
Enacted in 2022 and effective from June 2023, the PWFA requires employers to provide reasonable adjustments for known limitations arising from pregnancy, childbirth, or related conditions, unless they impose undue hardship. Kristen Foslid, regional attorney for the EEOC Miami District Office, stressed that businesses must engage in dialogue with employees to identify viable options instead of outright rejections. This law closes gaps in prior protections, mandating accommodations like modified duties or temporary leave when feasible.
EEOC Steps Up Enforcement with Recent Settlements
The agency has resolved similar PWFA claims this year, signaling aggressive oversight. A California staffing firm agreed to pay $185,000 after allegations of terminating pregnant workers since 2019. In February, an Oklahoma clinic settled charges of violating both the PWFA and Americans with Disabilities Act by denying sitting breaks to a high-risk pregnant assistant, imposing unpaid leave, and blocking pumping breaks post-return. BestBet did not respond to requests for comment. These actions underscore employer liability and the need for proactive compliance to avoid litigation.