However, according to BEI’s most recent survey, 79% of owners don’t have a written plan for the future of their ownership. Most owners are giving some level of thought towards their exits, whether in the short- or long-term. This week, we will walk through some additional strategies you can use to get the ball rolling with those clients who have been hesitant to start planning for their future. Further information about the EEOC is available on its website at we mentioned in our blog from last week, you cannot wait for your business owner clients and prospects to come to you to start the Exit Planning Process. Most of the time they are going to require a small nudge from you. The EEOC enforces federal laws prohibiting employment discrimination. Employers cannot refuse to hire women simply because they are pregnant, and women should never be forced to choose between motherhood and their livelihood, especially in these difficult economic times."ĮEOC District Director Rayford Irvin added, "The EEOC would like to remind employers that pregnancy discrimination has been illegal for decades, and violations of the law will be met with rigorous enforcement by our agency." Pregnancy discrimination remains a persistent problem in the 21st century workplace. Now we will pursue fair damages for this discrimination victim."ĮEOC trial attorney Nancy Griffiths said, "We are pleased with the court's decision. "The court found that the defendant failed to offer any legal explanation as to why Murillo's application was denied. "The court agreed with the EEOC, without the need to go to a jury trial, that Subway engaged in intentional sex and pregnancy discrimination," said Mary Jo O'Neill, regional attorney for the EEOC's Phoenix District Office. The EEOC is seeking back pay, compensatory damages, punitive damages and appropriate injunctive relief. The case will now go to a jury trial on damages. According to Judge Silver's ruling, "A plaintiff may establish her case through direct or circumstantial evidence … Direct evidence is evidence, which if believed, requires the conclusion that unlawful discrimination was at least a motivating factor in the employer's actions … has provided direct evidence of discrimination." District Court for the District of Arizona agreed with the EEOC's position. The EEOC filed suit against the Subway's owner, Phoenix-based Highspeed, Inc., after first attempting to reach a pre-litigation settlement through its conciliation process.Ĭhief Judge Roslyn O. Pregnancy discrimination violates Title VII of the Civil Rights Act of 1964, as amended by the Pregnancy Discrimination Act of 1978. We can't hire you." The general manager admitted in sworn testimony that he had made that statement. Later that month, when Murillo returned to check on the status of her application, the general manager told her, "You're pregnant. High Speed Enterprise, Inc, dba Subway, CV-08-01789-PHX-ROS), Belinda Murillo applied for a position at a Subway in Central Phoenix in May 2006. Equal Employment Opportunity Commission (EEOC), a federal judge ruled yesterday that a Phoenix Subway fast-food restaurant violated federal law when it refused to hire a female job applicant because she was pregnant.Īccording to the EEOC's suit (EEOC v. PHOENIX – In a legal victory for the U.S. Agency Said Manager Refused to Hire an Applicant Because She Was Pregnant
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