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[quote=Anonymous]Attorney is looking for a) what adverse action was visited upon prospective plaintiff by employer, b) what protected class plaintiff can qualify as, c) how strong evidence is that "a" relates to "b". Maybe it's terminated + age/disabiilty/race/gender/etc + documented behavior by manager or company disparaging that class. If it's whistleblower and witness protection, it might just be a) there was an investigation into race, gender, age or disability bias and b) complaintants or participants were terminated subsequently. See an attorney and assess what you have. EEOC is the next step, not the first. Then settlement or court. [/quote]
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