Retaliation is a different beast. It's human nature. A poorly trained manager's first instinct is to retaliate. If they don't retaliate illegally then they will

Retaliation is a different beast. It's human nature. A poorly trained manager's first instinct is to retaliate. If they don't retaliate illegally then they will do it in some other way. After investigating, the EEOC shares their evaluation. So both parties should know how strong or weak the claims are. The requirements for a case are stringent, as you can see from the previous link. This is because EEOC understands the damage done by frivolous cases.