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)
- Body Odor: Clear the Air Over Staff Dress Code
- Suspect doc is a 'certification specialist'? Ask for second and even third opinions
- Keep the snark to yourself! If you suspect malingering, let system play out
- Terminations: 6 steps to ensure firing won't backfire
- OSHA slaps $158,400 fine on Roselle plumbing contractor