Two Florida companies have agreed to pay a combined $135,000 to resolve federal allegations that they fired employees for requesting accommodations related to pregnancy.
The settlements, announced by the U.S. Equal Employment Opportunity Commission (EEOC) on Monday, center on violations of the Pregnant Workers Fairness Act (PWFA), a federal law designed to protect workers who need temporary adjustments for pregnancy, childbirth, or related medical conditions.
The largest payout comes from Brandt Information Services, Inc., a technology solutions firm based in Tallahassee. According to federal officials, the company fired a pregnant employee in November 2023 after she asked for two and a half months of unpaid leave.
READ: FHP Tracks Down Tampa Man In Deadly Hit-And-Run On US-92
Under the conciliation agreement, Brandt will pay the former worker $100,000. The company also agreed to implement significant policy changes. Going forward, Brandt must allow employees to request leave as a reasonable accommodation under the PWFA, even if they do not meet the tenure or hours requirements for the Family Medical Leave Act (FMLA).
In a separate case, Health and Behavior Dimensions, Inc. (HBD), a non-profit behavioral health provider in Hallandale Beach, settled charges regarding a termination in March 2024. The EEOC alleged that HBD refused to discuss potential accommodations with a pregnant employee and fired her the same day she made the request.
HBD will pay the affected worker $35,000. As part of the resolution, the non-profit is required to provide equal employment opportunity training to its staff and submit annual reports on any discrimination complaints it receives.
READ: Minnesota Tourist Dies After Losing Consciousness While Snorkeling In Florida
Evangeline Hawthorne, the EEOC’s Miami District Director, noted that while the PWFA has been law for over two years, compliance remains an issue.
“The Pregnant Workers Fairness Act gives workers the right to receive reasonable accommodations, such as leave, light duty, breaks, or a stool to sit on for pregnancy, childbirth, and related medical conditions, unless it would be an undue hardship on the employer,” Hawthorne said. “The EEOC continues to find that many employers have not yet provided adequate training on the PWFA.”
Both cases were resolved through the EEOC’s conciliation process, which aims to settle disputes before they reach litigation. Tamra Schweiberger, director of the EEOC’s Tampa Field Office, commended the employers for voluntarily agreeing to the terms and updating their internal policies to prevent future discrimination.
Please make a small donation to the Tampa Free Press to help sustain independent journalism. Your contribution enables us to continue delivering high-quality, local, and national news coverage.
Sign up: Subscribe to our free newsletter for a curated selection of top stories delivered straight to your inbox.
