Discrimination Cases Matter: Handling Employment Discrimination Charges

Strong anti-discrimination laws and policies no doubt help prevent employees from alleging discrimination in the workplace. And yet, the Equal Employment Opportunity Commission (EEOC) and state agencies continue to see an abundance of such claims. Are you prepared to advise employers on defending employment discrimination charges?

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Related Content

• Discrimination, Harassment, and Retaliation Employment Litigation Task Page
  See practice notes, annotated templates, checklists, and clauses to help advise employers on defending discrimination, harassment, and retaliation actions.

• EEOC Enforcement of Anti-discrimination Laws: Key Considerations
  Learn all about the EEOC’s enforcement of federal anti-discrimination laws, from the charge handling process to the role of state and local agencies.

• EEOC Charges Response Checklist (Including Sexual Harassment Charges)
  Respond effectively to an EEOC discrimination charge by following this thorough checklist.

• FOIA Request Letter (EEOC)
  Use this letter to obtain information from the EEOC related to the charge against your client.

Practical Guidance Updates

Featuring the latest updates in practice trends and practical guidance from your Practical Guidance account.

• Document alerts allow you to stay current on legal developments that affect your practice. Find out how to set up your document alerts.
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  • Federal: President Biden signed the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act into law on March 3, 2022, which prohibits employers from forcing workers to arbitrate sexual harassment and assault claims. See R. 4445.
  • California: California Court of Appeal holds that an employer may be liable under  Lab. Code § 970 based on its representations to an employee about job duties even if the employee is at-will. See White v. Smule, Inc., 2022 Cal. App. LEXIS 136 (Jan. 27, 2022).
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