Final answer:
When an employer receives an EEOC charge, they must keep all records until the final resolution of the case. Shredding or deleting these records is not appropriate. Medical records should be treated with confidentiality and only provided when requested. C. All records must be kept until the final disposition of the charge.
Step-by-step explanation:
When an employer receives an Equal Employment Opportunity Commission (EEOC) charge regarding an employee who has just resigned, the correct action for the employer to take is option C: All records must be kept until the final disposition of the charge.
The EEOC is a federal agency responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee due to the person's race, color, religion, sex, national origin, age, disability or genetic information. Retaining all documents related to the employee and the EEOC charge is of utmost importance since these records could be evidence in the investigation. It is also essential to note that employers are required by law to keep certain records for a specific period of time, including those that pertain to hiring, termination, promotions, and complaints of discrimination or harassment.
Shredding or deleting employee records (options A and B) would not be appropriate because it could be considered evidence of trying to interfere with the investigation or destroy evidence. This could potentially lead to additional charges, including obstruction of justice. Regarding medical records (option D), these should never be sent to the EEOC unless specifically requested during the investigation, and even then, they must be handled with strict confidentiality in compliance with the Americans with Disabilities Act (ADA) and the Health Insurance Portability and Accountability Act (HIPAA).