If you think you are a victim of discrimination, it is crucial to act quickly.
The EEOC requires that any discrimination claim be filed with the EEOC within 180 days of the discrimination. This creates a small window of time to file a claim, although it can prolong it under ongoing harassment and certain other circumstances. Discrimination complaints have been filed with the local EEOC office. Employees can file complaints themselves or hire an attorney to file complaints.
The EEOC then investigates the error and notifies the Employer. The survey can be a cursor or a review of interviews, employer document reviews, and visits to the site. If EEOC determines that discrimination has occurred, it will try to treat intolerance through the judgments that have been heard. If the case can not be concatenated successfully, EEOC may complain about the Employer of the Federal Court or can close the topic and notify employees. If EEOC does not know that discrimination has occurred, it will be charged and reported to employees.
Once the EEOC officially dismisses the allegations, employees can choose to file a lawsuit in federal court. Dismissal from the EEOC should not be viewed as a reflection of the claims but rather as an opening of the court door for the plaintiff to proceed with her claim.
Further prosecution of the case, including the civil discovery process, may provide evidence that the Equal Employment Opportunity Commission did not discover or consider.
EEOC also has a mediation plan as an alternative to resolving discrimination complaints.
Once allegations of discrimination are received, if both parties agree, the Equal Employment Opportunity Commission can submit the claims to mediation. Mediation is an informal way to resolve allegations, using independent mediators with experience in the legal field.