Any employer that has found itself before the EEOC understands the time, energy and cost that goes into defending against an individual employee's claims of unlawful discrimination or retaliation.
Employers Face High Stakes
With the number of layoffs increasing dramatically, it is no surprise that individual charges of discrimination are ballooning. What may be a surprise to employers, however, is that the EEOC needs only one complainant, or in some instances, a mere suspicion that a discriminatory pattern or practice is occurring, to initiate a company-wide investigation.
By
Brooke Iley And Christine BonavitaThis premium content is locked for LawJournalNewsletters subscribers only
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