AUSTIN, Texas – Corner Bar, a well-known spot on South Lamar Boulevard, will pay $42,000 and implement major workplace changes after being sued for pregnancy discrimination by the U.S. Equal Employment Opportunity Commission.
According to the EEOC’s lawsuit, a bartender at Corner Bar saw her hours reduced after she began to show visible signs of pregnancy. Not long after, while she was hospitalized with a virus, her manager called and fired her. The EEOC alleged that during that call, the manager told her she was becoming too much of a liability and that there were fears something bad might happen to her. Her shifts were then reassigned to other employees.
In a statement released by the EEOC, trial attorney Philip Moss said, “EEOC is pleased with the resolution of this case, which includes compensation for the former employee who was working to provide for her growing family. Unilaterally reducing an employee’s hours because of pregnancy is unlawful.”
The lawsuit, filed as Civil Action No. 1:23-cv-539 in the U.S. District Court for the Western District of Texas, Austin Division, named three limited liability companies that jointly operate Corner Bar and other hospitality venues in the city.
The settlement, approved on May 20 by U.S. District Judge Alan D. Albright, includes a three-year consent decree. Under its terms, Corner Bar will adopt a written anti-discrimination policy, conduct regular employee training, and post notices outlining employees’ rights under federal law. The decree also prohibits the bar from taking part in or allowing any form of pregnancy-based discrimination in the future.
Travis Nicholson, director of the EEOC’s Dallas District Office, emphasized the broader message employers should take away from the case. “Employers must be aware they cannot discriminate against employees on the basis of pregnancy, childbirth, or related medical conditions under Title VII, the Pregnant Workers Fairness Act, and the Americans with Disabilities Act,” he said. “They can face serious consequences for doing so.”
The Pregnancy Discrimination Act, which amended Title VII of the Civil Rights Act of 1964, makes it illegal for employers to treat a woman unfairly because of pregnancy, childbirth, or related medical issues. Despite these protections, many pregnant workers still face bias, including reduced hours, denied promotions, or termination.
For workers who believe they may be facing similar treatment, the EEOC encourages them to reach out. Complaints can be filed online at www.eeoc.gov, or by calling 1-800-669-4000. The agency offers free assistance, and inquiries are kept confidential.
Local resources are also available. In Texas, organizations such as Texas RioGrande Legal Aid provide support for low-income workers dealing with job discrimination, retaliation, or harassment.
The EEOC’s San Antonio Field Office, which led this case, is part of the Dallas District, covering all of Texas and parts of New Mexico. It investigates complaints, files lawsuits, and works to enforce federal laws that protect employees’ rights.
For more information on workplace protections during pregnancy, visit www.eeoc.gov/pregnancy-discrimination.
