It’s not the end of the world if you receive an EEOC decision that says your organization discriminated against an employee. The decision isn’t binding and courts often don’t grant much weight to such a determination.
Recent case: Ramon Young was fired from his job with FedEx after a customer complained that Young had left a package without getting the customer’s signature. When FedEx investigated, it found that Young had falsified other signatures.
Young filed an EEOC complaint and the commission agreed he may have been discriminated against by being treated more harshly than others.
But the 11th Circuit Court of Appeals upheld dismissal of the case. It reasoned that, while the EEOC’s opinion might have been relevant, it didn’t have to be admitted and it certainly wasn’t binding. It said Young hadn’t shown he was treated differently because of race. (Young v. FedEx, No. 10-15635, 11th Cir., 2011)