Sex Discrimination Complaint Retaliation Lawsuit

Retaliation for complaining about sex discrimination violates Title VII of the Civil Rights Act of 1964.  In a Press Release at http://www.eeoc.gov/press/9-21-09.html , the Equal Employment Opportunity Commission (”EEOC”) announced that agency attorneys filed a federal lawsuit against a collection agency company alleging that the company violated federal law by unlawfully retaliating against one of its employees by firing her after she complained about sex discrimination.  According to the September 21, 2009 Press Release, EEOC attorneys charge in the retaliation lawsuit that after the employee complained about sex discrimination by a company owner, she was called to a meeting conducted by an outside attorney, was told she could not have her own attorney present, and was given five minutes to decide whether to cooperate in a so-called “investigation” or be fired.  In addition, EEOC attorneys claimed that when the employee insisted she wanted her own attorney present, she was fired and escorted out of the building.  An EEOC attorney quoted in the Press Release said “Using ‘investigations’ as a means of intimidating or getting rid of those who complain only compounds problems.”  The attorney added, “As far as the EEOC is concerned, conducting investigations as adversarial proceedings and issuing ultimatums to workers who complain smacks of retaliation.”  EEOC attorneys filed the sex discrimination retaliation lawsuit after first attempting to reach a voluntary resolution with the employer.  In this regard, the EEOC is a federal agency which enforces federal laws prohibiting employment discrimination, including retaliation for complaining about sex discrimination.  Further information about the EEOC is available in the agency’s website at www.eeoc.gov . 

Whether employment related sex discrimination and retaliation for opposing sex discrimination occurs in Houston or elsewhere, victims may contact the EEOC and an attorney to determine if a sex discrimination retaliation lawsuit is ultimately appropriate under the particular circumstances and facts of the potential discrimination claim.