The United States Equal Employment Opportunity Commission (EEOC) has filed a lawsuit against Interventional Pain Management Associates (IPMA) and Baxter County Regional Hospital, alleging violation of federal law. The organizations, which operate as an integrated enterprise in the city of Mountain Home, Arkansas, are claimed to have wrongfully fired an employee for participating in an investigation into alleged sexual harassment of a fellow colleague.
According to the available case details, the employee was fired as a retaliation for her involvement in a sex discrimination complaint. The EEOC is arguing that the termination of the employee under these circumstances is a breach of federal law. JD Supra reports the case in detail.
The EEOC is a federal agency responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee. This case comes as a stark reminder for corporations and law firms to strictly adhere to these laws and ensure that any employee’s attempt to stand against discrimination is not met with retaliation. A non-retaliation policy should be clearly put in place and communicated transparently.
A concerted focus on upholding and communicating such a policy, can not only protect an organization from potential lawsuits and damaging reputation effects, but also foster an inclusive and conducive work environment.