If one of your employees accuses your business of discriminating against them, it is essential to recognize how much is at stake and identify the smartest course of action. Sometimes, employers can resolve this matter without going to court. Other cases result in litigation that is damaging not only from a financial viewpoint, but also with respect to a firm’s reputation.
In addition to gathering as much evidence as you can, preparing for the possibility of litigation and carefully poring over all options, you should familiarize yourself with the process of filing suit over discrimination.
EEOC charges and discrimination lawsuits
The Equal Employment Opportunity Commission covers the steps private sector workers need to take when filing suit over alleged discrimination. According to the EEOC, employees can take action due to allegations involving discrimination as a result of their race, sex, religious views, age, disability and other factors. Before filing suit under federal law, employees must file charges with the EEOC beforehand (this does not apply to Equal Pay Act cases).
Other issues regarding discrimination litigation
Following an investigation, the EEOC gives employees a Notice of Right to Sue, after which they have 90 days to file suit. The EEOC has the ability to file a lawsuit if they have reasonable cause to believe that discrimination took place and resolving the issue through conciliation is not possible.
If a discrimination case has surfaced, you could have a considerable amount of anxiety and even uncertainty. It is crucial to do what you can to protect your business and address allegations of discrimination properly.