53 | EEOC-INITIATED LITIGATION: 2026 EDITION ©2026 Seyfarth Shaw LLP KEY CASES FILED IN FY 2025 EEOC v. PT Admin. Servs. LLC, Case No. 1:25-cv- 03615 (E.D.N.Y.) The EEOC brought suit against PT Administrative Services LLC, alleging violations of the Pregnant Workers Fairness Act. According to the EEOC, the company unlawfully terminated a patient services coordinator at its Brooklyn Heights location shortly after she gave birth. The employee had requested reasonable accommodations to recover physically from childbirth and to facilitate lactation, including leave or a modified schedule. Per the EEOC, rather than engage in the interactive process, the employer allegedly refused and immediately fired her because of her request. EEOC v. Pearson Educ., Inc., Case No. 2:25-cv-12214 (D.N.J.) The EEOC alleged that lawsuit the educational publishing and services company, violated the Americans with Disabilities Act after the employer failed to provide employees who are blind or otherwise visually impaired with equal access to essential employment-related information. This included information such as benefits, leave details, performance data, and required trainings. The company contracted with third-party vendors to provide online platforms for these functions; however, the platforms were inaccessible to employees relying on screen-reading software due to technical deficiencies. Despite being aware of these accessibility issues, the employer purportedly did not provide reasonable accommodations to ensure equal access to the terms, conditions, and privileges of employment. KEY SETTLEMENTS SECURED IN FY 2025 EEOC v. KTG Hosp., LLC, Case No. 1:24-cv-07376 (S.D.N.Y.) The EEOC reached a settlement with a fine dining restaurant based on allegations of sexual harassment in violation of Title VII of the Civil Rights Act. According to the EEOC, a female pastry cook was subjected to repeated sexual overtures, verbal abuse, and unwanted physical contact by kitchen staff and managers. The EEOC further alleged that managers witnessed the harassment and failed to intervene, instead contributing to the hostile work environment by watching pornography with male kitchen staff and making lewd sexual jokes and comments. The matter was resolved through a consent decree requiring the employer to pay monetary relief and institute compliance measures. These measures include: creating and disseminating anti-discrimination policies, establishing meaningful complaint procedures, training all employees on sex discrimination and harassment prevention, and retaining an external human resources vendor to review complaints and ensure compliance with revised policies. EEOC New York District Office DISTRICT PROFILE Director: Arlean Nieto Regional Attorney: Kimberly Cruz Merit Cases Filed in FY 2025: 6 Average Days Between Determination Letter & Failure to Conciliate: 73 Average Days Between Failure to Conciliate & Complaint: 60 Average Days Between Determination Letter & Complaint: 199 NJ NY VT NH MA CT ME New York ©2026 Seyfarth Shaw LLP
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