Savage River Lodge Settles EEOC Pregnancy Discrimination and Retaliation Suit for $150,000

Background:

BALTIMORE – Savage River Lodge, LLC and Little Crossings, LLC, operating as Fronterra Resources (collectively referred to as Savage River Lodge), will pay $150,000 and implement significant equitable relief measures to settle federal charges of pregnancy discrimination and retaliation brought by the U.S. Equal Employment Opportunity Commission (EEOC).

Allegations:

The EEOC’s lawsuit detailed that Jessica Cook, who began working as a guest services representative at Savage River Lodge in October 2019, faced discrimination and retaliation due to her pregnancy. Cook required specific accommodations during her pregnancy, which Savage River Lodge failed to provide. Days after disclosing a miscarriage, she was terminated from her position. The lawsuit highlighted the company's failure to adhere to the Americans with Disabilities Act (ADA) and Title VII of the Civil Rights Act of 1964, which protect against disability and pregnancy discrimination, as well as retaliation.

Settlement:

The EEOC filed the lawsuit (EEOC v. Savage River Lodge, LLC., et al, 1-23-cv-02510-GLR) in U.S. District Court for the District of Maryland after unsuccessful attempts to reach a pre-litigation settlement. The consent decree resolving the lawsuit includes $150,000 in monetary relief for Cook, an official apology, and confirmation of her rehire eligibility with a recommendation for related positions at Savage River Lodge. The decree also mandates that Savage River Lodge abstain from future discrimination and retaliation, and requires specialized training for employees on perinatal bereavement care and trauma-informed care. This training aims to educate the workforce about pregnancy loss, reduce stigmatizing behaviors, and protect employees who have experienced pregnancy loss from discrimination. Additionally, Savage River Lodge must provide periodic reports to the EEOC and undergo agency monitoring.

Conclusion:

This settlement underscores the importance of adherence to federal laws prohibiting employment discrimination and retaliation. It also highlights the need for employers to provide appropriate accommodations for pregnant workers and support employees who experience pregnancy-related challenges.