Fighting Discrimination Through EEOC

The Equal Employment Opportunity Commission (EEOC) promotes fairness and equality in employment by imposing various penalties against employers for violations in provisions regarding discrimination and harassment.

The commission is responsible in enforcing the Title VII of the Civil Rights Act of 1964, the Equal Pay Act of 1963 (EPA), the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA). They process complaints regarding:

• Discrimination on age, national origin, religion, race, color, sex, and disability. This includes complaints of pregnant workers who claim that they are treated poorly because of their condition.


• Retaliatory acts done by the employer as a result of a discriminatory complaint filed against him or any other party in the company. It may include wrongful termination and unreasonable demotion.

They conduct investigations on allegations of employees and determine whether or not there is basis for the complaint and if it can be bought to court. They issue a “right-to-sue” to the complainant who can then bring his case to higher courts.

How it Works

After a retaliatory act or discrimination has taken place, it is important for the employee to determine whether or not he has enough basis to file claims against the aggressor. If he does, then, he must file a complaint with the EEOC who will conduct investigations to find out the truth.

An employee can file a complaint regardless of the weight of his evidence that will back his claims but to avoid wasting any time, they must be sure that they can prove their claims and have other evidence as well.

After the filing of the charge, EEOC will immediately investigate by questioning the other party who would have to prove and explain his side of the story. He will receive document from the EEOC demanding him to submit necessary files that is substantial to the case, a copy of the charges filed against him, and his responsibility to provide right information sought for by the EEOC.

When it is found that the allegations are valid, the EEOC releases “right-to-sue” which gives the employee to file a lawsuit not later than 90 days after receiving it.

Employment Lawyers are Important

Having a good lawyer to represent you is important as they can advise you on what they can and must do in order to win your case so you can be awarded with back wages and other compensation for the employment abuse you suffered.

These lawyers also play an important role in negotiations if ever both parties would decide to enter an amicable agreement which will avoid the hassle of having to go through litigation.

Out-of-court settlement is an easier way to resolve matters without permanently damaging the relationship of the two parties.