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Although it is difficult to ascertain the percentage of discrimination charges filed with the Equal Employment Opportunity Commission (EEOC) that ultimately result in lawsuits, the number is small. For this reason, many companies devote little time and resources to responding to EEOC charges, often assigning the task to the manager in charge of the complaining employee (who has no legal or human resources training) or to a human resources assistant (who has no legal training, has only a superficial familiarity with the complaining employee, and may not command the attention of the employee’s manager to resolve questions).

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