FRESNO, Calif. – Family Healthcare Network, a healthcare provider operating across multiple counties in California, has agreed to a settlement of $1.75 million following a lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC). The lawsuit addressed systemic disability and pregnancy discrimination অভিযোগs against the network.
The EEOC’s complaint detailed how Family HealthCare Network’s inflexible leave policies led to the denial of reasonable accommodations for employees with disabilities and pregnant staff members. Instead of providing necessary support, the healthcare network allegedly denied additional leave and terminated employees when they were unable to return to work immediately after their initial leave period concluded. In some instances, employees were reportedly discharged even before exhausting their approved leave time and were not rehired when they attempted to return to their positions.
These practices, according to the EEOC, are in violation of the Americans with Disabilities Act (ADA) and Title VII of the Civil Rights Act of 1964, specifically the Pregnancy Discrimination Act (PDA). Title I of the Civil Rights Act of 1991 is also implicated. The EEOC pursued legal action after initial attempts to reach a settlement through conciliation proved unsuccessful. The case is formally documented as EEOC v. Family Healthcare Network, Case No. 1:18-cv-00893-DAD-BAM in the U.S. District Court of the Eastern District of California.
Beyond the significant financial settlement, the three-year consent decree mandates Family HealthCare Network to implement several corrective measures. A key component is the appointment of an EEO monitor who will be responsible for reviewing and revising the company’s existing policies to ensure compliance and fairness. Furthermore, comprehensive training programs will be rolled out for owners, human resources personnel, supervisory staff, and general employees. These training sessions will focus on preventing discrimination and harassment related to disability and sex-pregnancy.
To improve internal processes, Family HealthCare Network is also required to develop a centralized system for tracking employee accommodation requests and discrimination complaints. Regular reports on compliance with the consent decree will be submitted to the EEOC for oversight.
Anna Park, regional attorney for the EEOC’s Los Angeles District, praised Family HealthCare Network’s cooperation in resolving the matter and delivering substantial relief to affected individuals. She stated, “We commend the efforts of Family HealthCare Networks in resolving this case and providing substantial relief to those affected by the company’s policies and practices.”
Melissa Barrios, director of the EEOC’s Fresno Local Office, highlighted the ongoing issue of rigid leave policies in workplaces. “The EEOC continues to see cases in which employers have a rigid leave policy that discriminates against individuals with disabilities or pregnant employees,” Barrios noted. She expressed optimism about Family HealthCare’s commitment to rectifying the situation and establishing equitable policies for all employees.
Family HealthCare Network, as stated on their website www.fhcn.org, operates numerous community health centers and patient-centered medical homes within Tulare, Kings, and Fresno Counties in California, underscoring their significant presence in the region’s family healthcare landscape.
The EEOC’s Strategic Enforcement Plan (SEP) identifies addressing discriminatory qualification standards and inflexible leave policies as a national priority. This case aligns with the agency’s focus on protecting individuals with disabilities and pregnant workers from workplace discrimination. The EEOC actively promotes equal opportunity in employment through the enforcement of federal anti-discrimination laws. Additional information about the EEOC and its initiatives can be found at www.eeoc.gov.
