Employees who provide information about possible discrimination to the EEOC are protected from retaliation for doing so.
Recent case: When Perdue Farms launched an investigation into possible age discrimination in hiring, one of its lawyers interviewed Dallie Cherry, a Perdue employee. She told the lawyer she believed that age discrimination was a problem at Perdue. She also answered questions from the EEOC about the allegations.
She then sued, claiming she had been threatened with losing her job for cooperating. The court said her case could go forward. (Cherry v. Perdue Farms, No. 2:10-CV-23, ED NC, 2010)
Final note: Courts generally protect the EEOC’s ability to conduct investigations. They don’t like to see cooperating employees discouraged from answering questions.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- When does 'religious expression' cross the line?
- A series of small slights can add up to one huge retaliation case
- Can transportation firm include class-action waivers in arbitration agreement?
- Follow the certification trail when you suspect employee is gaming medical leave