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)
- Beware excessive monitoring of employees who raise discrimination concerns
- Cold response to accommodation request puts firm in hot water
- At Jones Beach, fashion foul or was it age discrimination?
- Document reason for termination to make sure courts don't second-guess your decision
- When employee complains about bias, take control ASAP to prevent retaliation