It can seem like a waste of time to respond to a request for information about alleged discrimination if you know your company did nothing wrong. But it’s never a good idea to ignore an EEOC information request.
Recent case: Amos Corley worked for Infiniti of Fairfield. He was terminated two days after his 67th birthday and filed an EEOC complaint alleging age and disability discrimination.
The EEOC tried to get the dealership to provide basic information about Corley’s complaint, but was ignored. It then filed a petition with a federal court, requesting a subpoena. Infiniti of Fairfield didn’t respond to that either.
So the court granted a subpoena for a long list of information—far more information than the EEOC likely would have sought had the employer responded. (EEOC v. Infiniti of Fairfield, No. 11-0040, ED CA, 2011)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- How to win sexual harassment lawsuits: Institute robust anti-harassment training policy
- Rein in abusive managers: Even 'Flip Wilson' claim sways jury
- EEOC to repay millions to falsely accused trucking firm
- Sample Policy: Violence and Weapons