Since 2010, claimants consisting of several pregnant and/or disabled employees were terminated from their positions at Family HealthCare Network, a healthcare company. The claimants alleged that they were discriminated against based on their pregnancy and/or disability and that the discrimination resulted in their wrongful termination. The claimants filed claims with plaintiff the U.S. Equal Employment Opportunity Commission, which first attempted to reach a pre-litigation settlement through its conciliation process. The EEOC sued Family Healthcare Network, alleging that the employer’s actions constituted violations of the Americans with Disabilities Act; Title VII of the Civil Rights Act of 1964, as amended by the Pregnancy Discrimination Act; and Title I of the Civil Rights Act of 1991. The EEOC alleged that Family HealthCare failed to accommodate its disabled and/or pregnant employees, and then fired those employees. Specifically, it claimed that Family Healthcare used its rigid leave policies and practices to deny disabled and/or pregnant employees additional leave, and then terminated those employees when they were unable to return to work at the end of their leave. The EEOC further claimed that, in some cases, Family HealthCare discharged disabled and/or pregnant employees before they had exhausted their approved leave and that the company failed to rehire those employees when they tried to return to work. Family HealthCare denied the claimants’ allegations., The EEOC, acting on behalf of the claimants, sought recovery of compensatory damages, including lost wages.