Consider the following chain of events:
8/14: Pregnant Employee, armed with a doctor's note, asks for modified duty, and employer terminates her.
8/15: Employee files an EEOC charge.
8/18: Employer reconsiders, changes its mind, and decides to offer a light-duty position, consistent with...
by Julie Arbore
When employers are hauled into Court and sued for
discrimination after already defending a charge for the same conduct in front
of the EEOC or state human rights agency, they usually have a pretty good idea
what they are defending. Sometimes employees try to play hide-the-ball