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Insist on specifics when facing EEOC charges

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in Discrimination and Harassment,Employment Law,Human Resources

A federal court has given the EEOC a second chance at filing a sexual harassment lawsuit. The agency had filed a vague complaint, and the court said the employer needed far more information in order to defend itself.

Recent case: Lilia Martinez filed an EEOC complaint, alleging that her supervisor had sexually assaulted her. The EEOC took up her case and filed a federal complaint in which it stated that the supervisor “propositioned Martinez for sex, made unwelcome sexual comments to her, inappropriately touched her and sexually assaulted her.”

The agency provided no details, so the employer asked the court to dismiss the case. Instead, it gave the agency 20 days to come up with specifics. (EEOC v. Tuscarora Yarns, No. 1:09-CV-217, MD NC, 2010)

Final note: Remember, you are entitled to specific information. Otherwise, how could you defend yourself?

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