H.C. Employees, LLC, d/b/a Home Creations, operates as a homebuilder in Oklahoma and Texas.
The EEOC sued the organization and alleged the sales director and sales manager made repeated comments against pregnant sales staff, cautioning female employees not to "drink the water" because women "get pregnant and leave." (EEOC v. H.C. Employees, LLC d/b/a Home Creations, Case No. 5:26-cv-01630-J) in U.S. District Court for the Western District of Oklahoma.
The EEOC alleges that in the fall of 2023, the employer learned that a new sales employee in the Oklahoma City area was pregnant. They terminated her less than two weeks later. The employer explained the termination was for policy violations; however, the employee was told she was doing a good job. Further, the employer retained a male sales employee with similar performance.
For more information on pregnancy discrimination, visit https://www.eeoc.gov/pregnancy-discrimination.
"EEOC Sues Home Creations in Oklahoma for Pregnancy Discrimination" eeoc.gov (Jul. 01, 2026).
Commentary
The contractor's alleged conduct violates Title VII of the Civil Rights Act of 1964, as amended by the Pregnancy Discrimination Act of 1978 (PDA). This law prohibits discrimination on the basis of sex, including pregnancy and childbirth.
Here are some steps to help avoid pregnancy discrimination:
· Incorporate into your mission that all workplace participants are treated equally, fairly, and respectfully
· Establish policies, procedures, and standards that prohibit discrimination, promote equality, and establish civility, including policies that prohibit discrimination because of pregnancy, childbirth, a medical condition related to pregnancy or childbirth, family planning, or accommodations
· Enforce your organization's policies, procedures, and standards, including those that prohibit discrimination because of pregnancy, childbirth, a medical condition related to pregnancy or childbirth, family planning, or accommodations
· Evaluate all new policies, procedures, standards, and duties to make certain they do not have a disparate impact on workers because of pregnancy, childbirth, a medical condition related to pregnancy or childbirth, family planning, or accommodations
· Closely scrutinize all physical, emotional, and cognitive testing of applicants, new hires, and existing workers for bias, including bias against applicants and/or workers because of pregnancy, childbirth, a medical condition related to pregnancy or childbirth, family planning, or accommodations
· Job qualifications based on pregnancy, childbirth, a medical condition related to pregnancy or childbirth, family planning, or accommodations should not be permitted or considered unless they are bona-fide occupational qualifications
· Make hiring or selection of workers based on experience, skills, and other objective qualifications necessary for an applicant to perform the essential functions of a position
· Discipline any employee -- regardless of title, status, or duties -- who engages in, encourages, or promotes discrimination or stereotypes because of pregnancy, childbirth, a medical condition related to pregnancy or childbirth, family planning, or accommodations
· Make certain all terminations are based on provable and documented objective factors, preferably related to job performance, and are not based on subjective, arbitrary, or illegal factors
· Document all actions related to termination or discipline of workers
· Never terminate workers because of pregnancy, childbirth, a medical condition related to pregnancy or childbirth, family planning, or accommodations, with the purpose of employing other workers
· Closely evaluate all terminations or layoffs for a disparate impact on workers because of pregnancy, childbirth, a medical condition related to pregnancy or childbirth, family planning, or accommodations
· Investigate and evaluate all attempts to transfer opportunities and responsibilities away from workers because of pregnancy, childbirth, a medical condition related to pregnancy or childbirth, family planning, or accommodations
· Make certain that new leadership treats existing employees equally, fairly, and legally prior or hire or transfer, no matter if they are pregnant or have a medical condition related to pregnancy or childbirth, family planning, or accommodations
· Review how all employment opportunities are distributed to ensure eligible workers are provided equal opportunities of employment without regard to pregnancy, childbirth, a medical condition related to pregnancy or childbirth, family planning, or accommodations
· Require all management to take discrimination prevention training that includes information on discrimination and harassment because of pregnancy, childbirth, a medical condition related to pregnancy or childbirth, family planning, or accommodations
· Require all workers to take diversity, civility, and equality and inclusion training in a language the trainee can understand
· Clearly communicate the means and process by which workplace participants can report discrimination, including discrimination because of pregnancy, childbirth, a medical condition related to pregnancy or childbirth, family planning, or accommodations
· Provide several safe and effective means for workplace participants to report discrimination because of pregnancy, childbirth, a medical condition related to pregnancy or childbirth, family planning, or accommodations
· Allow for a means by which workplace participants can report discrimination anonymously, including discrimination because of pregnancy, childbirth, a medical condition related to pregnancy or childbirth, family planning, or accommodations
· Investigate all reports and reasonable suspicions of discrimination including, discrimination because of pregnancy, childbirth, a medical condition related to pregnancy or childbirth, family planning, or accommodations in a prompt, thorough, and objective manner
· Prohibit retaliation against workplace participants who report or complain about discrimination or who are involved in investigations of discrimination because of pregnancy, childbirth, a medical condition related to pregnancy or childbirth, family planning, or accommodations
· Provide a safe and effective means for workplace participants, who report discrimination because of pregnancy, childbirth, a medical condition related to pregnancy or childbirth, family planning, or accommodations
