The events that lead to an EEOC charge are sometimes beyond a company’s control. An EEOC complaint may be the first notice
Whatever your role in the events leading up to the complaint, how your company fares depends largely on how you respond. Don’t blow it—mistakes can be costly. Too often, companies prevail in court on discrimination charges, only to be found guilty of retaliation.
The EEOC fielded 82,792 complaints in 2007, up 9% compared to 2006. There were double-digit percentage increases in nearly every category of discrimination charges. The largest increase was in retaliation claims, which were up 18%, followed by age claims, up 15%. Race remains the No. 1 basis for discrimination claims—and they increased by 12%.
How to comply
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- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- 10 minutes well-spent: Audit your employee bulletin board
- Even lost opportunity for overtime may be considered illegal retaliation
- Fewer employers offering flextime schedules
- No employee handbook or written policy? Good luck proving you take harassment seriously