An EEOC lawyer represents employees who are bringing a complaint of discrimination to the Equal Employment Opportunity Commission (EEOC). The EEOC upholds and oversees Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act (ADEA), the Equal Pay Act, the Americans with Disabilities Act (ADA), and other laws. When an employee faces employment discrimination, harassment, or retaliation, he or she must take their complaint to the EEOC to seek justice.
EEOC Lawyers Can Help!
While an employee can choose to file a complaint with the EEOC alone, consulting an EEOC lawyer can make a big difference in their situation. The EEOC attorney can offer guidance, help with filing, representation, and negotiation skills.
If you have suffered discrimination due to your legally protected status, we want to talk to you. Call us today for a free consultation at 877-659-8393 or Lawyer@LawKM.com.
Speak First To An EEOC Attorney for Employment Discrimination
A first consultation with our EEOC lawyer is free, meaning that you may be able to determine if you have a situation that qualifies as true employment discrimination. In some situations, you may be entitled to more than just what the EEOC will offer if you choose to file an EEOC complaint on your own. Only a lawyer will recognize these signs.
Moreover, an EEOC attorney also knows what state and local laws might provide more opportunities for you in your job discrimination. A lawyer can help you decide and file with the right system to optimize your receipt of damages for your employment discrimination. Finally, a lawyer knows what type of information should be reported in an EEOC complaint and how to write the information so that it comes across stronger.
4 Things an EEOC Lawyer Can Do For You
An EEOC lawyer can be a crucial part of the success of your employment discrimination complaint to the EEOC. Although the EEOC doesn’t require a lawyer for filing your complaint, a lawyer provides four necessary skills that can improve your chances for your desired outcome. Your situation is important so you need to invest in your favorable outcome by starting with a consultation with an EEOC attorney.
1. File EEOC Complaint Promptly.
A properly filed complaint within the time limit of 180 days can make or break your case with the EEOC. The guidance of an EEOC lawyer provides peace of mind as well as practical details of what needs to be in the complaint. You don’t need to worry about missing the deadline or overlooking a detail that might get your complaint dismissed because you failed to follow correct protocol. Incorrect and untimely filing could mean losing your chance to sue your employer completely.
2. Representation in Court or Other Legal Matters.
When your case begins to process through the legal system, it may end up in arbitration or mediation. Some cases go before a jury. While you may be tempted to represent yourself to save money, this means that you’ll have to prepare for each legal proceeding, understanding legal jargon and the protocol of the legal meeting. Since no employment discrimination case is handled exactly the same, you have no way of knowing how your situation will proceed. Having a lawyer manage your legal proceedings takes the significant pressure off of you to learn everything you need to know to succeed.
3. Negotiation of a Settlement.
The best and most effective negotiations occur between two equals who don’t allow emotions to sway their arguments. When you’ve experienced negative employment action at the hand of your employer, negotiating a reasonable settlement with your employer’s attorney may feel impossible. Also, you may not know what is appropriate to settle for in your negotiation, either asking for too much or not asking for enough. An EEOC lawyer can negotiate on your behalf, demanding what you deserve.
4. Recognize a Case Worthy of Legal Attention.
Not every situation of termination or employment action is illegal. You may feel that you’ve been terribly wronged, and you certainly may have. However, the legal systems sets out to seek justice for individuals who have suffered negative employment action that is against the law. You don’t want to invest time money into pursuing your legal rights only to have the situation rules as legal. That will be awkward, frustrating, and expensive. An EEOC lawyer evaluates your situation and can tell you if you have a matter worth pursuing legally.
3 EEOC Options that May Be Available to You
Filing with the EEOC is not always your best or only option depending on your employment issue. Sometimes, you may be able to immediately sue your employer rather than going through the EEOC process. Other times, you may be able to opt out of the EEOC process. But, of course, you can always choose the classic approach of filing with the EEOC and proceeding as normal. The only way to know which EEOC option is best for you is to consult a lawyer about your discrimination situation.
Straight to Court
In general, employees are required to do everything within their power to resolve an employment issue before taking the case into the legal system. However, two laws upheld by the EEOC do not require this. If your employer violates the Age Discrimination in Employment Act (ADEA) or the Equal Pay Act, then you and your lawyer can file your complaint with the federal court immediately.
Be aware, though, that if your employer violated either the ADEA or Equal Pay Act as well as Title VII for discrimination, then you may want to process through the EEOC. Certain damages will only be available to you if you file with the EEOC and not just the federal court. Once again, a lawyer can help you determine the best options for your case.
Opt Out of the EEOC System
Once you’ve submitted an EEOC complaint to the system, you can stop the administrative process and sue privately in certain situations. Be aware of the time limits set upon each option. You can opt out of the EEOC system for the below reasons.
- No decision has been issued and no appeal filed after 180 days of your EEOC complaint filing
- A decision given without any appeal
- No EEOC response to your appeal
- Disagreement with the EEOC’s decision on your appeal
- Receipt of a Notice of Right to Sue
In each of these situations, you should work with a lawyer to correctly file your lawsuit with the correct agency.
Work with the EEOC Processing
The EEOC handles discrimination complaints for employees who are a part of a legally protected class. Employment discrimination is illegal. You can file a complaint with the EEOC to seek monetary damages or another remedy.
Legally Protected Classes
- Age
- Disability
- Family and Medical Leave Act (FMLA)
- Gender (including LGBT)
- National origin
- Pregnancy
- Race
- Religion