EEOC

The Equal Employment Opportunity Commission (EEOC) is the federal agency tasked with enforcing federal laws that prohibit discrimination against a job applicant or employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. These laws also prohibits an employer from discriminating against an employee because the employee complained about discrimination, filed a discrimination charge, or participated in an employment discrimination investigation or lawsuit.

The role of the EEOC is to investigate allegations made by employees regarding their employer or their condition of employment. The EEOC process starts when a claimant files a charge with an EEOC counselor. The EEOC will then investigate the alleged discrimination, or attempt to engage the parties in a mediation to resolve the matter. If the mediation fails or the investigation is complete, the claimant may receive a Right-to-Sue letter.

A claimant has 90 days after receiving a Right-to-Sue letter to file his or her claim. In addition, the EEOC may send to both parties a “Letter of Determination” stating that there is reason to believe that discrimination occurred. The Parties will be advised to seek to resolve the charge, through an informal process known as conciliation.

Retaining an experienced attorney to handle discrimination lawsuits is essential to achieving fair redress, which might include reinstatement, back pay, damages for emotional distress, implementation of policies and attorney fees. The Harman Firm has a team of attorneys who are experienced in handling cases at the EEOC. We guide our clients through the process of filing a charge, corresponding with EEOC investigators and mediators, handling EEOC mediation, and pursuing claims that cannot be resolved at the EEOC into federal court. The Harman Firm, LLP, offers experience, support, and dedication to employees who have experienced illegal discrimination or retaliation.

New York Employment Attorneys Blog - EEOC