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The Equal Employment Opportunity
Commission (EEOC) has issued internal guidelines for
investigating and analyzing claims of retaliation under the statutes
enforced by the agency. Title VII of the Civil Rights Act, the
Americans with Disabilities Act, the Age Discrimination in
Employment Act, and the Equal Pay Act prohibit employers from
retaliating against individuals who engage in protected activity
under those laws, including filing charges and testifying,
assisting, or participating in an investigation, proceeding, or
hearing.
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The guidance clarifies that
prospective, current, and former employees are protected by the
anti-retaliation provisions. Examples of prohibited retaliation
include threats, reprimands,
negative evaluations, and
harassment,
as well as demotions, denials of promotion, and refusals to hire.
Former employees also can claim retaliation if their employer gives
them unjustified negative references, refuses to provide references,
or informs prospective employers about their involvement in
discrimination claims. Activities that are not covered by the
retaliation provisions include copying confidential documents,
making an overwhelming number of complaints, or committing illegal
acts.
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For more information, go to:
http://www.eeoc.gov/publicat.html. Or
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