O’Reilly Auto Parts Faces $5.6 Million Settlement Over Pregnancy Discrimination

Women across Washington state who experienced pregnancy discrimination whereas working for O’Reilly Auto Parts stores and a distribution center in Puyallup will receive compensation through a $5.6 million settlement with the company, according to the Washington State Attorney General’s Office. The agreement resolves allegations of systemic discrimination and retaliation against pregnant workers.

Lawsuit and Allegations

The Washington Attorney General’s Office (AGO) filed a lawsuit against O’Reilly Auto Enterprises, LLC, in August 2023, following multiple complaints of pregnancy-related discrimination . The AGO alleged that O’Reilly systematically failed or refused to provide reasonable workplace accommodations to pregnant and postpartum employees, violating state law. The lawsuit also claimed that managers retaliated against workers who requested accommodations by threatening forced leave, termination, or requiring early returns from parental leave.

Key Findings and Admissions

During litigation, O’Reilly admitted it had not adequately trained its Washington management and human resources staff on the requirements of Washington’s Healthy Starts Act, which mandates reasonable pregnancy-related accommodations . The company has agreed to implement new training programs and policies to ensure the rights of its workers are protected.

Experiences of O’Reilly Employees

Ivannah Trinidad, a former employee at O’Reilly’s Puyallup Distribution Center, shared her experience of being denied accommodations despite a doctor’s note restricting lifting to 15 pounds. She reported being assigned tasks exceeding these restrictions and being discouraged from taking breaks, which she believes contributed to complications during her pregnancy and ultimately forced her to resign .

Rachel Venefra, who worked at O’Reilly stores in southern Washington, was denied the ability to sit and was required to lift heavy items while pregnant. She believes this contributed to her daughter’s in-utero stroke and lasting health issues .

Terms of the Consent Decree

In addition to the $5.6 million in compensation for over 50 affected workers, the consent decree requires O’Reilly to make significant operational changes, including:

• Implementing a pregnancy accommodation and anti-discrimination policy in Washington and informing employees of their rights under the Washington Healthy Starts Act.
• Modifying its HR systems to provide easy access to Washington-specific policies for employees requesting accommodations.
• Implementing policies requiring managers and HR staff to consult the accommodations department before taking disciplinary action against an employee who has requested an accommodation.
• Providing training for managers, HR employees, and corporate staff on handling pregnancy and nursing accommodation requests.

O’Reilly will also provide the AGO with biannual compliance reports for the next four years, detailing any pregnancy discrimination complaints and the employment status of workers who requested accommodations .

Washington’s Healthy Starts Act

Washington’s Healthy Starts Act, enacted in July 2017, mandates employers to provide reasonable pregnancy-related accommodations, including:

• More frequent or longer restroom breaks.
• Modifications to food and drink policies.
• Job restructuring, modified work schedules, or temporary transfers to less strenuous positions.
• Providing seating.
• Assistance with manual labor and lifting limits.
• Scheduling flexibility for prenatal visits.
• Reasonable break time and a private location for expressing breast milk.
• Any other requested pregnancy accommodation.

Additional information about the Healthy Starts Act is available on the AGO website: Pregnancy and Breastfeeding Accommodations. Workers who have experienced pregnancy-related discrimination or retaliation can submit a complaint online or by calling 1-833-660-4877.

O’Reilly Auto Enterprises operates approximately 170 stores in Washington, employing between 2,274 and 2,568 team members, with women representing 23.6% to 27.2% of the non-managerial workforce between 2017 and 2024.