Courts increasingly insist that employees meet deadlines for filing EEOC or other discrimination complaints. The law allows employees just a short period of time to start the lawsuit process after an employer’s adverse decision.
Smart employers have systems that precisely track internal complaints. With those in place, employers can more easily argue that the employee waited too long to sue.
Take, for example, an employee who complains to HR that she was demoted in retaliation for an earlier complaint. If her employer logs the call and then transcribes the call contents—and records the date of the alleged retaliatory demotion—it will have a date “stamp” from which to count whether the employee filed her EEOC or other discrimination complaint on time.
Recent case: Johane Tillery worked for the U.S. Department of Homeland Security (DHS) at Palm Beach International Airport. She requested and was approved for a transfer to Tucso...(register to read more)
- Beware: Employees don't have to meet EEOC deadline in race discrimination cases
- Make it there, make it anywhere: Don't let NYC's tough bias rules beat you
- Can you make payroll deductions for missing company property?
- Post-recessionary bonus plans: Strike a balance between risk and reward
- BP to pay $92,000 for 2005 accident that killed 15