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
- Warn managers: No statements even remotely suggesting bias against older workers
- How far must we go to accommodate employees' unusual religious beliefs?
- Health reform law: Supreme Court upholds ACA -- What it means for employers
- Track all discipline so you can show harsh punishment wasn't retaliation