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EEOC Cases Highlight Importance of Preventing Retaliation in the Workplace

This report relates to 4 case(s)

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    Burlington Northern & Santa Fe Railway Co. v. White, 548 U.S. 53 (2006) (0 other reports)

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    EEOC v. Cognis Corp., 2012 US Dist. LEXIS 71870 (C.D.Ill. 2012) (0 other reports)

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    EEOC v. RadioShack, Civil Action No. 10 cv 02365 (D. Colo. 2013) (0 other reports)

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    EEOC v. South Loop Club, Civil Action No. 12 cv -7677 (N.D. Ill. 2013) (0 other reports)

Author: Beth P. Zoller, XpertHR Legal Editor


Recent EEOC settlements and victories show that unless employers are proactive and take all necessary steps to avoid retaliation in the workplace, they will be forced to spend tremendous amounts of money to defend and litigate such claims. The EEOC remains committed to making sure that employers do not take adverse action against employees based on protected conduct. Protected activity may include an employee's complaint or opposition to an employer's unlawful discrimination or harassment or an employee's participation in an investigation of discrimination or harassment.