'Manager Rule' Does Not Apply to Managers Forwarding Discrimination Complaints
The EEOC's most recent statistical compilation of the types of charges received shows that in FY2020, over 50% of charges included an allegation of retaliation. The message is self-evident, even if the underlying claim lacks merit, employers are well-advised to treat employees who raise allegations of discrimination with care.
August 09, 2021 at 01:37 PM
6 minute read
The EEOC's most recent statistical compilation of the types of charges received shows that in FY2020, over 50% of charges included an allegation of retaliation. The message is self-evident, even if the underlying claim lacks merit, employers are well-advised to treat employees who raise allegations of discrimination with care. Every employment law practitioner knows that a retaliation claim carries as much, if not more, weight than does the initial complaint. Such is the lesson of the recent decision Trotter v. United Lutheran Seminary, No. 20-570, 2021 U.S. Dist. LEXIS 142222 (E.D. Pa. July 30, 2021) (Rice, M.J.).
Husband and Wife Senior Administrators
Dennis Trotter and his wife, Christina Johnsten, were senior administrators for the seminary from 2015 to late 2018. Trotter ultimately served as chief operating officer and Johnsten, an ordained minister, served as vice president of student services and enrollment.
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