Feit Electric, Inc. to Pay $100,000 in EEOC Pregnancy Discrimination Lawsuit

LOS ANGELES – Feit Electric Inc., a lightbulb manufacturer based in Los Angeles, agreed to pay $100,000 and provide other relief to settle a pregnancy discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency announced today.

According to the lawsuit, workforce provider Eastridge Workforce Solutions assigned a female employee to work at Feit Electric at its Pico Rivera, California warehouse location, where she was subjected to sex discrimination when she was discharged because of her pregnancy.

“Title VII and the Pregnant Workers Fairness Act both provide robust protections against pregnancy discrimination for workers. It is imperative that employers routinely provide updated training to supervisors and managers on EEO laws to protect both employees and employers alike,” said Anna Y. Park, regional attorney for the EEOC’s Los Angeles District Office. “We commend Feit Electric for providing the monetary relief and for making significant changes to their policies and practices to adhere to both Title VII and the Pregnant Workers Fairness Act.”

This settlement, combined with the separate consent decree between the EEOC and Eastridge Workforce Solutions for $185,000 and injunctive relief remedies, brings the total settlement amount to $285,000.

Such alleged conduct violates Title VII of the Civil Rights Act of 1964, as amended, which prohibits discrimination on the basis of pregnancy. The EEOC filed suit (EEOC v. TEG Staffing, Inc., d/b/a Eastridge Workforce Solutions; Feit Electric, Inc., et al., Case No. 2:25-cv-09314) in U.S. District Court for the Central District of California after first attempting to reach a pre-litigation settlement through its administrative conciliation process.

The three-year consent decree resolving this portion of the case requires Feit Electric to pay $100,000 in monetary relief to the former employee; to retain an equal employment opportunity monitor; and to review and revise its discrimination policies and procedures to include acknowledgement of the many types of available and appropriate pregnancy-related accommodations. The company will also publish a statement on its website noting that it is an equal opportunity employer, provide training on Title VII and the Pregnant Workers Fairness Act, distribute policies, and revise its procedures for working with staffing agencies when it comes to complaints of discrimination.

“Congress has proclaimed time and again that women have fundamental protections from discrimination at work due to their pregnancy, including through the Pregnancy Discrimination Act and the Pregnant Workers Fairness Act,” said Christine Park-Gonzalez, director of the EEOC’s Los Angeles District Office. “Employers must ensure their policies and practices are in line with the expectations set forth by Congress and enforced by the EEOC.”

For more information on pregnancy discrimination, please visit https://www.eeoc.gov/pregnancy-discrimination.

The EEOC’s Los Angeles District includes central and southern California, southern Nevada, Hawaii, Guam, American Samoa, Wake Island and the Northern Mariana Islands, with offices in Los Angeles, Fresno, Las Vegas, San Diego and Honolulu.

The EEOC is the sole federal agency authorized to investigate and litigate against businesses and other private sector employers for violations of federal laws prohibiting employment discrimination. For public sector employers, the EEOC shares jurisdiction with the Department of Justice’s Civil Rights Division. The EEOC also is responsible for coordinating the federal government’s employment antidiscrimination effort. More information about the EEOC is available at www.eeoc.gov.