Forums

Best Suited
Work Views
Best Suited
For every news story, thereÂ’s a workforce-management angle. Discuss them here, or read Work Views for more opinions.
There were 7 new 1st level management openings, all 7 position were filled by 7 white qualified applicants. One of the applicants not selected is African American (female), who was also qualified. She
1
Cat:Topic ForumsForum:ForumId59
Cat:Topic ForumsForum:ForumId59Discussion:DiscussionId34508

Forums » Topic Forums » Work Views » Best Suited

You must be logged in to contribute. Log in | Register
 
 First << 1 2
Forums  »  Topic Forums  »  Work Views  »  Best Suited

Best Suited

posted at 4/25/2008 11:31 AM EDT
Posts: 13
First: 3/25/2008
Last: 5/1/2008
Cause Finding, mean anything?
New post Reply to this post

Best Suited

posted at 4/28/2008 2:37 AM EDT
Posts: 228
First: 11/1/2006
Last: 1/20/2010
It means her case can continue into the courts now. They found in her favor. In their opinion, after reviewing the facts, she was discriminated against.
New post Reply to this post

Best Suited

posted at 4/28/2008 4:51 AM EDT
Posts: 410
First: 1/26/2006
Last: 11/15/2010
Hi:
Actually regardless of the EEOC's determination (no probable cause or probable cause), the employee can litigate the complaint.

Specifically, if the EEOC issues a determination of probable cause, the EEOC requires mandatory conciliation to see if the complaint can be resolved without litigation. If the case cannot be resolved through conciliation, the agency may decide to represent the complainant or it will issue a Right to Sue letter.

If the EEOC issues a no probable cause determination, the complainant is still issued a Right to Sue letter. However,in this case, the EEOC will not offer conciliation and it will not offer to represent the complainant.

As an aside, I complainant will probably find it easier to retain legal representation when a probable cause determination has been issued. Also, courts typically will allow the EEOC's determination as evidence--which can be very useful evidence.

I trust this information is helpful.

Dave Arnold, Ph.D., J.D.
New post Reply to this post

Best Suited

posted at 4/28/2008 5:28 AM EDT
Posts: 13
First: 3/25/2008
Last: 5/1/2008
The claimant is now asking to move forward into litigation? Can she do that?
New post Reply to this post

Best Suited

posted at 4/28/2008 6:03 AM EDT
Posts: 410
First: 1/26/2006
Last: 11/15/2010
Hi:
I think it's imperative that you retain competent counsel at this time.

Dave Arnold,Ph.D., J.D.
New post Reply to this post

Best Suited

posted at 4/28/2008 6:16 AM EDT
Posts: 13
First: 3/25/2008
Last: 5/1/2008
Thank You.
New post Reply to this post

Best Suited

posted at 5/1/2008 9:13 AM EDT
Posts: 13
First: 3/25/2008
Last: 5/1/2008
I'm just curious, how long can litigation last?
New post Reply to this post

Best Suited

posted at 5/2/2008 2:37 AM EDT
Posts: 228
First: 11/1/2006
Last: 1/20/2010
A long, long time. That's why so many many employers find it less expensive to just settle out of court. This will be very costly and time-consuming for your organization. I truly wish you the best.
New post Reply to this post

Best Suited

posted at 3/24/2009 5:44 AM EDT
Posts: 20
First: 10/14/1999
Last: 3/24/2009
dc8844, How about an update? This is interesting. Thanks.
New post Reply to this post
 First << 1 2

Forums » Topic Forums » Work Views » Best Suited

Daily Q&A

How to Address Flagging Motivation?

How do I increase motivation levels in the department? How do I brand my business unit as an attractive place to work? I have top-notch IT professionals in my business unit who feel they are "children of a lesser God" because they are non-billable resources and do not get plum postings abroad, nor the glamour that goes with them. As a result, their motivation suffers.

—-- Feeling Their Pain, human resources generalist, software/services, Mumbai, India

Read Answer

Stay Connected

Join our community for unlimited access to the latest tips, news and information in the HR world.

  • Workforce Technology (Bi-weekly)

    Covering the latest technology trends, tools and applications that are shaping the workforce in the 21st century. Delivered the 2nd & 4th Thursday of each month.

  • Dear Workforce (Bi-weekly)

    See what HR professionals are asking, and what Workforce Management experts are saying. Delivered the 1st and 3rd Thursday of each month.

  • Workforce Benefits (Weekly)

    Stay current on all aspects of employee benefits, from health care to retirement issues. Delivered on Wednesdays.

  • Workforce Week (Weekly)

    Free weekly update on the trends in HR and new tools added to Workforce.com. Delivered each Tuesday.

  • Workforce Talent (Monthly)

    See the recruiting, talent development and retention strategies of top companies and get the resources for effective talent management. Delivered the 2nd Monday of each month.

  • Workforce Training (Monthly)

    Stay current on the latest strategies and resources for training and developing your workforce talent. Delivered the 3rd Monday of each month.

HR Jobs

View All Job Listings

Search