Your employer believes women are treated as inferiors int he department where he works. He has complained to his supervisor and the EEOC. The supervisor has responded by reducing his salary and opportunities for overtime. Does he have a case against the company? If so, describe his cause of action and hwat he must prove to recover.

Yes, based on the information provided, it appears that your employer might have a case against the company for retaliation and gender discrimination. To better understand the cause of action and what your employer needs to prove, it is essential to review the legal elements involved:

1. Retaliation: Your employer must establish that he engaged in a protected activity (such as lodging a complaint with his supervisor or filing a complaint with the EEOC), the company took adverse employment action against him (such as reducing his salary and opportunities), and there is a causal connection between the protected activity and the adverse action.

2. Gender Discrimination: Your employer needs to demonstrate that he was treated differently or unequally because of his gender. This can be shown by establishing that similarly situated individuals of the opposite gender were not subjected to similar adverse actions or that there is a pattern of discriminatory behavior within the department.

To strengthen his case, your employer can use the following steps:

1. Document the incident: It is crucial for your employer to gather evidence of the protected activity, such as copies of the complaint submitted to the supervisor and the EEOC, as well as any documentation that shows the adverse actions taken against him.

2. Seek legal advice: Your employer should consult with an employment lawyer who specializes in discrimination cases. An attorney can provide guidance on applicable laws, evaluate the strength of the case, and help pursue legal action if necessary.

3. File a formal complaint: In addition to the complaint filed with the EEOC, your employer should file an internal complaint with the company's human resources department or use any available grievance procedures outlined in the employee handbook, if applicable.

4. Preserve evidence: Your employer must retain any relevant documents, such as performance evaluations, pay stubs, emails, or witness statements that support his claims of retaliation and gender discrimination.

5. Cooperate with investigations: If an investigation is launched by either the company or the EEOC, your employer should fully cooperate and provide any requested information or testimony to support his case.

Please note that employment laws may vary between jurisdictions, so it's advisable for your employer to consult with an attorney who can provide specific legal advice based on the applicable laws in his jurisdiction.