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Seventh Circuit Rules That The EEOC Can Investigate Alleged Workplace Discrimination Even After a Charge of Discrimination Has Been Dismissed

On a matter of first impression, the Seventh Circuit Court of Appeals has recently ruled in EEOC v. Union Pacific R’R Co., 867 F.3d 843 (7th Cir. 2017), that the Equal Employment Opportunity Commission may continue an investigation of workplace discrimination even after it issues a right-to-sue letter to a private party and after the civil action brought on the basis of the right-to-sue letter has been terminated. The Court’s holding was premised on previous Supreme Court precedent, that the Commission is authorized under Title VII to “implement the public interest,” which the Court found extended beyond the confines of the charge filed by the individual.

Click here for a more detailed summary of the Court’s decision.

If you have questions or concerns regarding this ruling and how it affects your business, please contact Maureen A. Murphy at (312) 506-4475 or  [email protected].