Suppose an employee claims her organization illegally discriminated against someone on the basis of disability—and then the employee is fired. If the employee planned on suing, surely the employer would find out well in advance, because first the employee would have complained to the EEOC, right? Not necessarily.
Recent case: Vocational school employee Constance Bennett urged administrators to provide reasonable accommodations for a blind student. The school refused and dismissed the student from the program. When Bennett protested, she was fired.
Bennett went directly to federal court, bypassing the EEOC. The school complained, but the court said Bennett could sue directly without warning because the section of the ADA that covers discrimination against the disabled in training and education has no EEOC filing requirement. (Bennett v. Board of Education, No. 08-CV-663, SD OH, 2010)
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/12851/sometimes-discrimination-claims-can-bypass-the-eeoc "