Fired Nurse Practitioner Sues Former Employer For Pregnancy Discrimination

Sarah Grace Pageler, a 29-year-old nurse practitioner from Wamego, has filed a lawsuit against her former employer, Prairie Winds Family Care LLC, alleging discrimination, retaliation, and breach of contract related to her pregnancy.

The Allegations: Discrimination and Harassment

The nurse practitioner claims that she was terminated from her position after taking time off work, which she believes was directly related to her pregnancy. According to the allegations, the employer’s actions constitute a clear case of pregnancy discrimination, a practice that is strictly prohibited under federal law.

Pregnancy discrimination encompasses a range of unfair treatments, including termination, denial of promotions, or other adverse employment actions based on an employee’s pregnancy status, childbirth, or related medical conditions. Such discriminatory practices not only violate the rights of the affected individuals but also contribute to a hostile work environment and can have far-reaching consequences for the healthcare system as a whole.

Allegations:

• Pageler claims she was fired for attempting to take maternity leave using her accrued paid time off.
• She disclosed her pregnancy to Jennifer White-Slough, a representative of Prairie Winds Family Care, in February 2023.
• Pageler alleges that White-Slough’s behavior changed after she requested maternity leave, becoming more irritable and closely monitoring her performance.

Timeline:

• Pageler was terminated without prior notice on April 26, 2023.
• The lawsuit was filed on December 6, 2024.

Legal Claims:

1. Discrimination based on sex and retaliation for participating in a protected activity, violating Title VII of the Civil Rights Act and the Act Against Discrimination.
2. Breach of contract, as Pageler’s employment agreement, stipulated a 60-day notice before termination.

Damages Sought:

• $75,000 in damages
• $50,000 for lost wages
• Additional punitive damages

Under federal law, employers are required to treat pregnant employees fairly and provide reasonable accommodations when necessary. These protections are designed to ensure that women can continue their careers without fear of discrimination or job loss due to pregnancy.

For healthcare professionals like nurse practitioners, who play a crucial role in providing patient care, these protections are particularly important. The ability to maintain employment and advance in their careers regardless of their reproductive choices is essential for ensuring a diverse and experienced healthcare workforce.

In pursuing her case, the Wamego nurse practitioner will need to provide substantial evidence to support her claims of discrimination and harassment. This may include documentation such as emails, employment records, or witness statements that demonstrate unfair treatment related to her pregnancy. And in cases of workplace discrimination, timely action is crucial. There are strict time limits for filing complaints with the Equal Employment Opportunity Commission (EEOC) or state-level agencies. Adhering to these deadlines is essential for preserving one’s legal rights and pursuing justice.

Pregnancy discrimination in healthcare settings can lead to increased stress and burnout among affected workers, potentially impacting the quality of patient care. Moreover, it can discourage talented professionals from entering or remaining in the field, exacerbating existing shortages in healthcare staffing.

We will continue to update this article as new information about the case becomes available.