Florida company fired new hire after learning she was pregnant, EEOC alleges

Group 1 - The U.S. Equal Employment Opportunity Commission (EEOC) has filed a lawsuit against iPro Dental Laboratories for allegedly terminating an employee due to her pregnancy, which is a violation of Title VII of the Civil Rights Act of 1964, as amended by the Pregnancy Discrimination Act [3][7] - The lawsuit claims that the employee was fired three days after disclosing her pregnancy, following a doctor's appointment, and that the company's financial status had not changed during her brief employment [7] - The general manager's inquiry about the employee's pregnancy and the subsequent termination raises questions about the employer's motives, particularly given the close timing of the events [4][5] Group 2 - The EEOC's enforcement guidance allows plaintiffs to demonstrate discrimination through "temporal proximity," which refers to the timing between the employer learning of the pregnancy and the adverse action taken [4] - Previous court cases have established that a short time frame between pregnancy disclosure and termination can suggest discrimination, with examples showing that even a two-month gap can be considered close enough [5][6] - In contrast, a ruling from the 6th U.S. Circuit Court of Appeals indicated that a four-month gap was too long to establish a connection between an employee's opposition to a promotion and her termination [6]