Pregnancy Discrimination and Retaliation Suit Filed Against GAB Robins
Former Employee of Insurance Giant Alleges that She was Fired for Taking Time Off to Give Birth to Her Premature Infant
(PRWEB) November 29, 2005 -- Today, Erika Fractious, a former employee of GAB Robins North America, filed a retaliation and pregnancy discrimination lawsuit against the insurance industry giant. The suit also names Ms. Fractious’ supervisor, Tammy Holt. The case was assigned case number BC343600 by the Los Angeles County Superior Court.
Ms. Fractious alleges that Ms. Holt harassed her for taking time off to attend pregnancy-related medical appointments. She further alleges that she was forced to take a leave of absence due to complications with her pregnancy. While on leave, Ms. Fractious gave birth to a six-week premature infant, who was immediately admitted to the Neonatal Intensive Care Unit. On the day she gave birth, Ms. Fractious alleges that Ms. Holt called her at the hospital and demanded to know when she was returning to work.
According to Ms. Fractious’ complaint, Ms. Holt defamed Ms. Fractious while she was on pregnancy leave. The complaint alleges that Ms. Holt spread a false rumor that Ms. Fractious was taking illegal drugs and that she unjustifiably criticized her work performance. According to the allegations, Ms. Fractious also learned that Ms. Holt was interviewing applicants to replace Ms. Fractious.
When Ms. Fractious was finally cleared by her physician to return to work, she called Ms. Holt and another supervisor, Jandi Steele. According to the Ms. Fractious’ allegations, however, she was notified that she had been replaced and that her employment had been terminated.
In addition to the pregnancy-related claims, Ms. Fractious also alleges that she was retaliated against for complaining of unlawful wage practices.
According to Ms. Fractious’ attorney, Andrew H. Friedman of Helmer • Friedman, LLP, “California law literally requires that employers guarantee reinstatement to employees who are on leave of absence due to a pregnancy-related disability. In fact, the law provides that qualified employees who suffer from pregnancy disabilities are entitled to take a leave of absence of up to four months. Only under the narrowest of circumstances is an employer allowed to break the guarantee of reinstatement.”
For additional information or a PDF copy of Ms. Fractious’ Complaint, contact:
Gregory D. Helmer
Andrew H. Friedman
Helmer • Friedman, LLP, (310) 396-7714
(www.helmerfriedman.com)
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