Diversified Consumer Services
Company Overview of The WW Group, Inc.
The WW Group, Inc. owns and operates Weight Watchers franchisees. The franchisees offer weight loss programs that include lectures, discussions, and exercises. The company was founded in 1968 and is based in Farmington Hills, Michigan and also operates franchisees in Canada.
28555 Orchard Lake Road
Farmington Hills, MI 48334-2973
Founded in 1968
Key Executives for The WW Group, Inc.
President and Chief Executive Officer
Compensation as of Fiscal Year 2014.
The WW Group, Inc. Key Developments
Weight Watchers to Pay $45,000 to Settle EEOC Pregnancy Discrimination Suit
Apr 7 14
The WW Group., Inc. will pay $45,000 and furnish other relief to settle a pregnancy discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC). According to the EEOC's suit, Weight Watchers' Farmington Hills location violated federal law when it refused to hire an applicant as a group leader because she was pregnant. The applicant was a lifetime member of Weight Watchers who had successfully met and maintained her weight goals before becoming pregnant. When Weight Watchers learned of the applicant's pregnancy, it told her that it did not hire pregnant women and refused to consider her any further, the EEOC said. The agency also claimed that Weight Watchers discriminated against the applicant based on pregnancy-related weight when Weight Watchers disqualified her by using its "goal weight" requirement. Such alleged conduct violates Title VII of the Civil Rights Act of 1964, as amended by the Pregnancy Discrimination Act (PDA), which prohibits employers from discriminating against applicants and employees due to their pregnancies. The EEOC filed suit (EEOC v. The WW Group, Inc., d/b/a Weight Watchers, Case No. 2:12-cv-11124) in U.S. District Court for the Eastern District of Michigan after first attempting a pre-litigation settlement through its conciliation process. The consent decree settling the suit, in addition to the monetary relief, includes provisions for equal employment opportunity training, posting of anti-discrimination notices and a revision to the company's "goal weight" policy to comply with the PDA.
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