Real Story of Pregnancy Discrimination

Evelyn was approximately two months pregnant at the time she applied for a receptionist position at a hospital, but she did not disclose this in her application or during a subsequent interview. About one week after starting work, she told her boss, Stewart, about her pregnancy. Stewart told Evelyn that her pregnancy did not present a problem and to let him know when she would be going on maternity leave. Evelyn went on maternity leave in June after informing Stewart about her plans, and there was no discussion at that time between her and Stewart or anyone else concerning a possible return date.

The next conversation Evelyn had with anyone at work occurred after she delivered her baby, at which time she told her boss that she could not return until after she had seen her doctor. Stewart indicated that this was "fine" and that she should contact her employer after the appointment.

About a month later, Evelyn telephoned Stewart and advised him that she wanted to start back to work the next day. She was informed that it was a slow season and that, essentially, there would be no work for her until possibly the following year. Stewart also indicated that she could not guarantee whether the work would be full-time. Evelyn's duties were reallocated to two part-time nonpregnant female employees, both of whom were elevated to full-time status.

Evelyn sued the hospital, alleging she was fired because she was pregnant and a female. The trial court ruled that there was not sufficient evidence to find for Evelyn. She later appealed, and the court of appeals overruled the trial court's judgment for further proceedings, finding that Evelyn had presented sufficient evidence to go to trial.

Frantz v. Beechmont Pet Hosp. (1996), 117 Ohio App.3d 351, 690 N.E.2d 897.