The U.S. Equal Employment Opportunity Commission (EEOC) has taken legal action against R&L Carriers Shared Services, LLC, a freight transportation and logistics company. This lawsuit aims to enforce a subpoena issued during an investigation into claims of sex and pregnancy discrimination made by a driver employed at the company’s Matteson, Illinois location.
The driver alleges that R&L Carriers discriminated against her based on her gender, did not accommodate her pregnancy-related needs, and placed her on involuntary unpaid leave. The EEOC is looking into these serious claims to ensure that employees are treated fairly and in accordance with the law.
To further its investigation, the EEOC has requested specific information through a subpoena. This includes a list of employees who have worked at the same location since 2023 and details about drivers in several states—Illinois, Wisconsin, Minnesota, Iowa, South Dakota, and North Dakota—who have requested pregnancy-related accommodations since June 27, 2023.
The case, filed as EEOC v. R&L Carrier Shared Services, LLC (Case No. 25 cv 528), is being heard in the U.S. District Court for the Northern District of Illinois. This legal action comes in the wake of the Pregnant Workers Fairness Act of 2022, which prohibits employers from placing employees on leave if a reasonable accommodation is available. Under this law, employers must provide accommodations for known pregnancy-related limitations unless doing so would create undue hardship.
The EEOC’s inquiry is grounded in both Title VII of the Civil Rights Act of 1964 and the newly effective PWFA, which emphasizes the need for employers to support their employees during pregnancy. Reasonable accommodations can include adjusting job duties or providing light duty options, allowing employees to continue working while addressing their needs.
This case highlights the ongoing efforts to ensure fair treatment for pregnant workers and the importance of compliance with federal laws protecting their rights.