A St. Louis jury has ordered SSM Health to pay a local doctor more than $6.8 million after finding that the health system discriminated against her because of her sex and then retaliated. The multi-day trial ended Monday with an award that includes lost wages and punitive damages, landing squarely on one of the region’s largest health systems and sending a clear signal other employers in the area are likely watching closely.
Verdict details
According to the St. Louis Post-Dispatch, jurors returned a verdict of more than $6.8 million for the physician, covering back pay along with punitive damages. The doctor accused SSM Health of sex discrimination and retaliation, and the jury concluded those actions caused lost wages and other harm. The Post-Dispatch report describes the testimony and documentary evidence that jurors weighed before reaching their decision.
Federal law at issue
Title VII and related enforcement guidance prohibit sex-based discrimination and also bar employers from retaliating against workers who assert their rights, the U.S. Equal Employment Opportunity Commission explains. The EEOC notes that retaliation can include steps that would discourage a reasonable employee from complaining, such as demotions, pay cuts, transfers or placing someone under heightened scrutiny. Those definitions are a key part of how juries assess whether an employer’s conduct crossed the legal line.
Where this lands for SSM
SSM Health is one of the St. Louis region’s biggest hospital systems and has already been dealing with other legal and regulatory issues. As reported by the St. Louis Business Journal, the system this month agreed to roughly a $1 million settlement in a separate pharmacy copay matter. That backdrop could increase pressure on SSM’s leadership and legal team as the organization weighs its next steps in the discrimination case.
Legal implications
Under Missouri law, plaintiffs who win on state discrimination claims can seek back pay, compensatory damages and, in some situations, punitive damages. The Missouri Human Rights Act places caps on non-economic and punitive awards that are tied to the size of the employer, and Missouri Revised Statutes §213.111 outlines the types of relief courts may grant along with the limits that can apply. The availability of both state and federal remedies helps explain why employment plaintiffs frequently bring multiple claims in the same lawsuit.
The jury’s award could still be changed through post-trial motions or on appeal, so the final outcome will depend on what happens next in court. We will be watching for any new filings, as well as public statements from the parties, as the case moves forward.
