PRO SE

Finally, appellant contends that appellee cannot raise the issue in the courts that he was discharged for his active opposition to appellant's unlawful employment practices because this allegation was not included within his EEOC charge.

Before deciding this question, it is necessary to establish several general principles. First, this Court has recognized that Title VII of the Civil Rights Act of 1964 should not be construed narrowly. Blue Bell Boots, Inc. v. Equal Employment Opportunity Commission, 418 F.2d 355, 358 (6th Cir. 1969). In addition, charges of discrimination filed before the EEOC will generally be filed by lay complainants who are unfamiliar with the niceties of pleading and are acting without assistance of counsel. Graniteville Company v. Equal Employment Opportunity Commission, 438 F.2d 32 (4th Cir. 1971). As a result, federal courts should not allow procedural technicalities to preclude Title VII complaints. Sanchez v. Standard Brands, Inc., 431 F.2d 455 (5th Cir. 1970). When this approach is applied to the determination of whether a judicial complaint encompasses the EEOC charge, it is clear that the exact wording of the charge of discrimination need not "presage with literary exactitude the judicial pleadings which may follow." Id. at 465. Rather, the complaint in the judicial proceedings is only limited to the scope of the EEOC investigation reasonably expected to grow out of the charge of discrimination. Id. at 466; King v. Georgia Power Co., 295 F. Supp. 943 (N.D.Ga. 1968).