With retaliation again reigning as the most frequently filed charge with the Equal Employment Opportunity Commission (“EEOC”) and retaliation charges having doubled since 1998, the EEOC has proposed updated guidance on retaliation. It seeks input on its proposed guidance through February 24, 2016. Comments may be submitted here in letter, email or memoranda format, or hard copies may be mailed to Public Input, EEOC, Executive Officer, 131 M Street, N.E., Washington, D.C. 20507. The EEOC’s proposed guidance, which is more than seventy pages long, updates the EEOC Compliance Manual on Retaliation, which was issued in 1998.
The guidance explains the elements of a retaliation claim under federal anti-discrimination statutes and gives examples of what an EEOC investigator might look for in connection with a retaliation charge. Federal equal employment opportunity (“EEO”) laws preclude employers from Continue reading