T
he employer thought it had caught an employee lying in an EEOC charge. Then it put that conclusion in the termination notice.
T
hat second decision cost considerably more than the first.
TL
;DR: An employer fired a detention deputy after concluding that he made false statements in an EEOC charge. A jury awarded him $250,000 for retaliation, and the Eleventh Circuit affirmed. Binding precedent protected the statements even if they were