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Total Articles: 3

Is an EEOC Charge Really Required? Supreme Court to Weigh in Soon

Title VII of the Civil Rights Act of 1964 requires plaintiffs with claims of employment discrimination to exhaust administrative remedies with the EEOC before filing a lawsuit in federal court. This means a plaintiff has to at least file a charge of discrimination with the EEOC and give the EEOC some time to investigate before filing a suit in court. The question now at issue is if this filing is even necessary.

New Position Statement Procedures in Effect at the EEOC

On February 18, 2016, the U.S. Equal Employment Opportunity Commission (EEOC) announced a new nationwide procedure? providing for the release of respondent position statements and nonconfidential attachments to charging parties. Previously, this procedure was the norm in some, but not all, EEOC offices. Pursuant to the new procedure, if a respondent relies on confidential information in its position statement, it should provide such information in a separate attachment to the position statement labeled “Sensitive Medical Information,” “Confidential Commercial Information,” “Confidential Financial Information,” “Trade Secret Information,” and so on.

In Defense of the EEOC? No, Just a Reminder About Pancakes

Tom Crane, at the San Antonio Employment Law Blog, had a very interesting post last week that complains about an EEOC investigator turning an employee away when it appeared she had a valid complaint, EEOC Would Not See Retaliation If It Was in Front of Its Face.
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