Can the company be liable for a Manager causes adverse action after filing EEOC/DOL agencies?
If the manager sends false instructions to an female employee, then fires her but does not fire the male roommate for the same, is this desperate treatment?
The male employee made the similar violations for over a year but is not fired.
The manager is a butch lesbian in a all male customer base.
She stated, "I counting in the guy working together 100%."
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