by Judith Langevin, Esq., Gray Plant Mooty, Minneapolis
The federal government, most states and some municipalities all have agencies charged with enforcing employment laws. Employers are most likely to have contact with agencies that enforce anti-discrimination laws, usually as the result of a charge of discrimination filed by an employee or former employee.
How you deal with those enforcement agencies when discrimination charges surface matters a lot.
First, remember that this isn’t war. It’s never fun to have to respond to a discrimination claim, and it’s important to take them seriously. In most cases, however, the filing of a charge doesn’t mean the agency has formed an opinion about the validity of the claims. It also doesn’t mean a disastrous fight is on the horizon.
Enforcement agencies are neutral investigative bodies, at least at the beginning of the charge process. Most anti-discrimination statutes require enforce...(register to read more)
To read the rest of this article you must first register with your email address.
Related Articles...
- Advocating for minorities can be grounds for bias claim
- Do you have employees covered by USERRA? Warning: You could be personally liable for bias
- Get ahead of the curve by offering anti-Gay bias training
- Warn supervisors not to react to EEOC complaint
- Carefully track all discipline details to show you treat all employees fairly
