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Offensive — continued from Prev. Pg. the plain language of the statute, the court held that Title VII’s anti-retaliation statute does not require that the retaliatory act be employment related in order to be actionable. (Outback, supra, 75 F. Supp. 2d at 758, 760.) (See also, EEOC v. Virginia Carolina Veneer Corp. (W.D. Va. 1980) 495 F. Supp. 775, 778 (defamation counter- claim filed by defendant against a plaintiff who had a filed a charge of discrimina- tion with the EEOC was “unquestionably retaliatory in nature”).)


The preemptive lawsuit Sometimes, an extremely aggressive


The only mediator in Southern California with 20 years of


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626.795.3339 Fax: 626.795.3369 48— The Advocate Magazine APRIL 2011 Lawrence J. Rudd, M.D., J.D.


former employer decides to take the offen- sive and file a preemptive lawsuit against the employee. The employer may want to try to establish venue or may simply want to take the offensive and try to dissuade the employee from continuing to pursue his or her claims. The preemptive filing of a com- plaint against a former employee who has not yet sued can also constitute actionable retaliation. For example, in Cozzi v. Pepsi- Cola General Bottlers, Inc. (N.D. Ill. 1997) 1997 WL 312048, a former employee who was discharged filed a complaint of discrim- ination with the EEOC. One month later, the company filed a lawsuit against the for- mer employee charging her with fraud. The terminated employee filed a lawsuit against her former employer alleging that its lawsuit against her was filed in retaliation for her charge of discrimination, and con- stituted unlawful retaliation in violation of Title VII. The employer moved to dismiss the retaliation claim, on the grounds that its lawsuit, brought seven months after the plaintiff was discharged, could not consti- tute an adverse employment action. The court disagreed, finding that the filing of a lawsuit, not in good faith and instead moti- vated by retaliation, can be a basis for a retaliation claim under the civil rights statutes, even if filed after the employee had been terminated. (Ibid.)


Practice Tip: Remember to amend the administrative claim When faced with a cross complaint or


a preemptive complaint by the employer See Offensive, Page 50


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