According to a recent Northern District of Illinois federal trial court ruling, the EEOC doesn’t have to give employers more than a modicum of information when it files a federal discrimination lawsuit.
Apparently, it’s enough to start a lawsuit with only general allegations that an employer “engaged in unlawful employment practices” and discriminated against a particular employee who is a member of a protected class by treating him or her differently than other employees. No concrete details are necessary.
The EEOC filed a discrimination lawsuit against McIntyre Group, generally alleging that the company treats black employees differently than white employees. The court said even a very general statement about alleged discrimination was enough to put employers on notice and allow them to begin preparing the case.
Final note: When facing an EEOC investigation, be sure to consult an attorney while the case is still pending before the EEOC. Your lawyer will be able to get to the bottom of the allegations early on, before the lawsuit is filed.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 'Get real' with job reviews; don't fluff them up
- Hip-Hop editor wins millions in sex discrimination trial
- Layoffs looming? OK to consider training participation when deciding who goes
- No matter how unlikely the allegations, always investigate reverse sex discrimination