Source: https://www.employmentlawworldview.com/eeoc-issues-long-awaited-retaliation-guidance/
Timestamp: 2019-04-18 21:27:27+00:00

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The EEOC chose to address these issues in the wake of numerous judicial opinions related to retaliation claims, including seven United States Supreme Court Cases, based largely on the fact that retaliation is asserted in nearly 45 percent of all charges received by the EEOC—by far the highest among EEOC claims. Accordingly, the Agency’s stated goal of this guidance is “assisting all employers reduce the likelihood of retaliation.” It attempts to do so by, among other things, outlining its analyses of the law and providing concrete examples of retaliatory situations.
“Promising Practices” by employers, including written EEO policies and procedures.
This extensive guidance is intended for use by both employers and the Agency, including EEOC investigators, litigators, and adjudicators. Employers are thus highly recommended to familiarize themselves with this guidance and to contact Labor & Employment Counsel should they have any questions regarding these new procedures.
For further guidance materials from the EEOC related to this topic, see EEOC Retaliation Q&A and EEOC Small Business Retaliation Fact Sheet.
 Supreme Court decisions handed down after issuance of the EEOC’s 1998 Compliance Manual that concern retaliation under EEOC-enforced laws include: University of Texas Southwestern Medical Center v. Nassar, 133 S. Ct. 2517 (2013); Kasten v. Saint-Gobain Performance Plastics Corp., 563 U.S. 1 (2011); Thompson v. North American Stainless, LP, 562 U.S. 170 (2011); Crawford v. Metropolitan Government of Nashville & Davidson County, 555 U.S. 271 (2009); Gomez-Perez v. Potter, 553 U.S. 474 (2008); Burlington Northern & Santa Fe Railway Co. v. White, 548 U.S. 53 (2006); and Clark County School District v. Breeden, 532 U.S. 268 (2001).

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