#EEOC

Описание: How irrational is it for employers to automatically rush to defend a supervisor who has broken the law? This video covers some of the costs employers can expect and some other options you might want to consider.

If you’re an employee, this may encourage you, especially if you’re in mediation or settlement negotiations. If nothing else, it will show you that employers do pay a price for defending the discrimination.

Too many employers worry about weeding out the “frivolous lawsuits” and employees that they claim abuse the EEOC process, but never stop to consider that one of their supervisors may actually have violated the law.

Most of us employees who stay in the fight already know how much it costs to fight, and how unlikely it is that we’ll win. The fact that we know that, and are still in it ought to tell employers that to us, fighting discrimination is serious… Very few of us would ever have chosen this fight if we had any other way to stop the discrimination.

Employers could save themselves a lot of expense if they’d try harder to resolve discrimination problems before attorneys enter the picture. If you don’t know how, EEOC can probably help.

Maybe instead of paying attorneys, you could try fixing the discrimination. Over time, that’s way more cost-effective than paying to defend offenders in court.

Stopping the discrimination usually costs very little. A lawsuit could end up costing you way more. For disability discrimination, for example, Job Accommodation Network says the average cost of a reasonable accommodation is about $500, and EEOC makes exceptions for accommodations that are an undue hardship to your business.

I won a maximum award at EEOC when NASA refused to reasonably accommodate me. That cost NASA way more than $500, and it’s not what I wanted anyway. It’s what the system gave me, as compensation for being damaged by a boss who intentionally violated the law.

I wanted reasonable accommodation. If I’d gotten that, NASA would have saved a lot of money.

How much money?

For this video, I did a VERY simple analysis, based on cost figures for fighting an EEOC claim in the federal sector. Links:
https://www.eeoc.gov/federal-sector/r... https://workforce.com/news/how-much-d...

How many millions have to be spent justifying public servants who intentionally disrespect the law before we realize this isn’t justice.

---- All opinions are my own. Not LEGAL advice. Just me sharing my perspective as an employee who went through the EEOC claims process & won. I am not an expert at all things EEOC. While I do my best to be factual in my observations, viewers should assume that all observations or statements are ALLEGEDLY. *Never trust your fate to a YouTube content creator. Do your own research, pilot your own vessel. *

0:00 – 0:42 Bad Business!
0:43 – 1:25 Free Clues for Employers
1:26 – 1:59 Stopping It is the Best Option
2:00 - 2:55 Defending Discrimination is Expensive!
2:56 - 3:42 Better Options
3:42 - 3:59 Employers Call to Action
4:00 - 4:28 Love to Employees! Hang in!