The EEOC and state and local agencies have been filing more administrative charges in recent years and that trend is likely to continue.
Because administrative charges can be precursors to discrimination lawsuits, it’s critical for you to handle them properly. These 10 tips will help you prepare to respond:
1. Tell the whole story
Often, an EEOC charge contains just one or two paragraphs, containing little more than conclusory allegations of discrimination. Resist the temptation to put minimal effort into your response.
It’s usually advisable to provide a comprehensive response, detailing the circumstances surrounding the employment relationship and the reasons for adverse employment actions. Try to nip the claim in the bud by giving the agency all the facts. Demonstrate that there were legitimate business reasons for your actions.
2. Use documentation
If you have documents supporting your version of events, consider includ...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- DOL teams up with private lawyers to encourage FMLA, FLSA lawsuits
- SoCal hotel steps up after firing autistic employee
- Make sure employees know where and how to report alleged sexual harassment
- Appeal jury's out-of-the-blue verdict against you