In Johnson v. United Cerebral Palsy, a California court of appeal directed a jury to decide whether the employer discharged plaintiff on account of her pregnancy. According to plaintiff, the day after she returned from a short sick leave related to her pregnancy, her supervisor terminated plaintiff from her job as a home-care counselor without giving her a specific reason. Although the employer asserted that plaintiff had falsified her time sheets, as part of its investigation the agency did not ask plaintiff to explain her hours. Further, the employer had never told plaintiff that her job performance was unsatisfactory. Notable, and troubling, was the court's acceptance of plaintiff's "me too" declarations by other co-workers that they too were fired after they became pregnant, and evidence of other occasions where employees were cited for dishonesty but were not fired.
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"Me too" evidence of pregnancy discrimination allowed
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