Discrimination can come in many forms, and one form is treating workers differently because of their medical conditions, including pregnancy. Employers in West Virginia and elsewhere have a responsibility to provide reasonable accommodations in applicable circumstances. Sadly, some employers would rather dismiss the workers rather than assist them. A former Lowe's employee claims she faced discrimination and was fired unjustly after she was hurt on the job and revealed she was pregnant. She filed her case against the retailer in a federal court.
The plaintiff was hired by Lowe's in February 2015 as a seasonal employee who would work from summer until the fall. At that time, she claims her performance would be evaluated, and the company would decide if it would hire her permanently. The woman hurt her back several months into her employment and alleges that she needed two days off to rest from her injury. She was also pregnant at the time and was due in October.
Due to her pregnancy and the injury, the plaintiff alleges that she had minor restrictions when she returned to work. Two weeks after her return, she claims that she was let go because it was a slow time for the business. The plaintiff contends that Lowe's terminated her because of her medical conditions.
The woman is accusing Lowe's of violating Title VII, Pennsylvania Common Law and the Americans with Disabilities Act. She is seeking to recover all of the wages and benefits she would have accumulated if she had not been fired unjustly as well as legal fees and damages. West Virginia women who believe they have been fired because of their medical condition or disability may have a viable wrongful termination and/or discrimination claim. Successfully presented claims often result in monetary awards for damages sustained and sometimes reinstatement in appropriate circumstances.
Source: pennrecord.com, "Ex-worker accuses Lowe's of disability discrimination", Annie Hunt, Feb. 22, 2016