Each month, the Equal Employment Opportunity Commission (EEOC) files lawsuits and settles cases covering the federal laws they are responsible for enforcing. These federal laws include:
- Title VII of the Civil Rights Act of 1964 (Title VII)
- The Pregnancy Discrimination Act
- The Pregnant Workers Fairness Act of 2022 (PWFA)
- The Equal Pay Act of 1963 (EPA)
- The Age Discrimination in Employment Act of 1967 (ADEA)
- Title I of the Americans with Disabilities Act of 1990 (ADA)
- Sections 102 and 103 of the Civil Rights Act of 1991
- Sections 501 and 505 of the Rehabilitation Act of 1973
- The Genetic Information Nondiscrimination Act of 2008 (GINA)
Below is a list of lawsuits and settlements by the EEOC in from February 16 to 28, 2026.
- EEOC Announcements
- EEOC Lawsuits
- EEOC Settlements
- District of Columbia: Security Assurance Management, Inc. to Pay $45,000 in EEOC Sex and Pregnancy Discrimination Suit
- Michigan: William Beaumont Hospital to Pay $30,000 in EEOC Disability Discrimination Lawsuit
- Oklahoma: Urologic Specialists of Oklahoma to Pay $90,000 in EEOC Pregnancy and Disability Discrimination Lawsuit
- New Mexico: South Valley Care Center to Pay $75,000 in EEOC Age Discrimination and Retaliation Lawsuit
- Pennsylvania: Geisinger Health Entities to Pay $450,000 in EEOC Disability and Retaliation Lawsuit
EEOC Announcements
EEOC Chair Issues Reminder Letter to the Fortune 500 Regarding Title VII Compliance Related to DEI Initiatives
EEOC Issues Federal Sector Appellate Decision Recognizing the Ability of Federal Agencies to Designate Intimate Spaces in Federal Workplaces by Sex
EEOC Lawsuits
Massachusetts: EEOC Sues Coca-Cola Beverages Northeast for Sex Discrimination
Allegations
Sex discrimination
Laws Involved
Title VII of the Civil Rights Act
State
Massachusetts
Summary
According to the EEOC’s lawsuit, in September 2024, Bedford, New Hampshire headquartered Coca-Cola Northeast held a two-day employer-sponsored trip and networking event at the Mohegan Sun Casino and Resort in Connecticut. Coca-Cola Northeast privately invited female employees and then excused the female employees who attended the event from their normal work duties on Sept. 10 and 11, 2024, and paid them their normal salary or wages without requiring them to use vacation or other paid time off. Coca-Cola Northeast did not invite any male employees to the event.
Michigan: EEOC Sues Mid-Michigan Home Health & Hospice for Race Discrimination and Retaliation
Allegations
Race discrimination; Retaliation
Laws Involved
Title VII of the Civil Rights Act
State
Michigan
Summary
According to the EEOC’s lawsuit, Mid-Michigan hired a black female as a CNA in April 2023. During the CNA’s employment, Mid-Michigan avoided sending her to patients in Grand Blanc, telling her those residents were “old-time” and “did not care for black people.” The CNA was sent to Grand Blanc five times in two months while three white employees were sent there more than 135 times. The CNA was eventually fired within 48 hours of complaining about three Grand Blanc assignments being taken from her schedule and given to a white employee.
Tennessee: EEOC Sues StoneMor Cemetery Management Company for Racial Discrimination and Retaliation
Allegations
Race discrimination; Retaliation
Laws Involved
Title VII of the Civil Rights Act
State
Tennessee
Summary
According to the EEOC’s lawsuit, StoneMor managers at a Memphis location restricted all black employees from a breakroom while allowing access to white employees. The company also fired a burial supervisor in May 2022 after a member of his crew complained about similar racial discrimination to the corporate headquarters and threatened to complain to the EEOC. StoneMor managers initially directed the supervisor to restrain his staffer from filing those complaints, threatening him with discharge if he failed, the suit said.
EEOC Settlements
District of Columbia: Security Assurance Management, Inc. to Pay $45,000 in EEOC Sex and Pregnancy Discrimination Suit
Allegations
Sex discrimination; Pregnancy discrimination; Reasonable accommodation
Laws Involved
Title VII of the Civil Rights Act; Pregnancy Discrimination Act (PDA); Pregnant Workers Fairness Act (PWFA)
State
District of Columbia
Summary
According to the lawsuit, SAM, Inc. removed a special police officer from her job assignment because its client did not want her reporting to the jobsite while pregnant. When the employee returned to work after giving birth, SAM, Inc. failed to provide necessary breaks for pumping or an appropriate place to pump, causing the employee to leak through her uniform and forcing her to pump in her car.
The lawsuit further alleged that the employee was forced to miss work due to her need to pump and the lack of necessary accommodations. After the employee complained about the situation, SAM, Inc. disciplined her for the absences and, starting in December 2023, refused to schedule her for any shifts, the EEOC said.
Michigan: William Beaumont Hospital to Pay $30,000 in EEOC Disability Discrimination Lawsuit
Allegations
Disability discrimination; Reasonable accommodation
Laws Involved
Americas with Disabilities Act (ADA)
State
Michigan
Summary
The EEOC’s lawsuit alleged Beaumont refused to place a qualified nurse at its Wayne, Michigan location into certain part-time vacancies as a reasonable accommodation for her disability. According to the suit, Beaumont determined she could not work less than 32 hours a week in her position as an accommodation for her medical work restriction. The nurse expressed interest in several jobs she believed she could have performed within her hours restriction and asked to be placed in any of them. However, in April 2019, Beaumont refused to transfer her to a vacant position for which she was qualified, instead forcing her to apply and compete for openings, the EEOC said. After several months of submitting applications, the employee finally landed a position on her own.
Oklahoma: Urologic Specialists of Oklahoma to Pay $90,000 in EEOC Pregnancy and Disability Discrimination Lawsuit
Allegations
Disability discrimination; Pregnancy discrimination; Reasonable accommodation
Laws Involved
Americas with Disabilities Act (ADA); Pregnant Workers Fairness Act (PWFA)
State
California
Summary
According to the EEOC’s suit, in 2023, Urologic Specialists denied reasonable accommodations to a medical assistant at its Tulsa facility during the final trimester of her high-risk pregnancy. Rather than allow the medical assistant to sit, take short breaks, or work part-time, as recommended by her doctor to protect her health and safety, the medical practice forced her to take unpaid leave, refused to guarantee her job when she returned to work following the birth of her child, and refused to guarantee that it would provide breaks for her to express breast milk. When the assistant stated she could not return to work without those guaranteed breaks, Urologic Specialists fired her.
New Mexico: South Valley Care Center to Pay $75,000 in EEOC Age Discrimination and Retaliation Lawsuit
Allegations
Age discrimination; Retaliation
Laws Involved
Age Discrimination in Employment Act (ADEA); Title VII of the Civil Rights Act
State
New Mexico
Summary
According to the EEOC’s lawsuit, a South Valley supervisor harassed and mocked older workers in the facility’s laundry department because of their ages and treated them less favorably than younger workers. Older workers complained about this treatment multiple times to management, but South Valley ignored their complaints. The harassment ultimately culminated with South Valley firing at least two workers in August 2022 after they continued to complain, the EEOC said.
Pennsylvania: Geisinger Health Entities to Pay $450,000 in EEOC Disability and Retaliation Lawsuit
Allegations
Disability discrimination; Reasonable accommodation
Laws Involved
Americas with Disabilities Act (ADA)
State
Pennsylvania
Summary
According to the EEOC’s lawsuit, Geisinger engaged in policies and practices since January 2018 denying reasonable accommodations to workers with disabilities, including job-protected leave and reassignment without competition. Geisinger’s policies limited job-protected leave to a specified duration and required employees returning from leave to apply and compete for their own positions if vacant, or compete and be selected for another position within two months of their return to work. The EEOC charged that during this process, Geisinger would manipulate vacancies and job postings to interfere with the efforts of employees with disabilities attempting to secure their prior position or obtain a new one.