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EQUAL EMPLOYMENT
OPPORTUNITY
COMMISION
The Equal Employment Opportunity Commission (EEOC) is a federal agency responsible for enforcing laws against job discrimination and harassment. Its mission is to prevent and address unlawful employment discrimination while promoting equal opportunity for everyone. EEOC regulations cover all aspects of employment, including hiring, firing, promotions, harassment, training, wages, and benefits.
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1
Frequency of EEOC Claims
Florida, Georgia and New York employees frequently make claims with the EEOC regarding discrimination and harassment at local businesses. In fact in 2018 there were roughly 80,000 EEOC claims in the USA. The EEOC handles discrimination, retaliation, and harassment claims related to Title VII of the Civil Rights Act of 1964, the Equal Pay Act, and other federal laws. Spire Law's Florida, Georgia and Arizona EEOC attorneys are experienced in responding to these EEOC claims and guide business owners through this process.
2
EEOC Lawsuits
In rare cases, the EEOC's Office of the General Counsel will file lawsuits for victims of discrimination and to enforce compliance with EEOC laws. The EEOC can sue nongovernmental employers under Title VII, ADA, and GINA, and can sue both private and state/local government employers under ADEA and EPA.
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More often, if the EEOC finds reasonable cause, the claimants will pursue lawsuits through their own attorneys. If the claimant has legal representation and is likely to sue following the EEOC's determination, it may be wise to reconsider submitting a statement of position. It's essential to consult with an EEOC defense attorney to navigate these nuances.
3
When to Hire an Attorney
If you're an employer worried about discrimination lawsuits, know that an employee must file a Charge of Discrimination with the EEOC before they can file a job discrimination lawsuit against your business. If an EEOC charge is filed, it is not a case of the government accusing you of discrimination. It only means the employee believes they were discriminated against. The EEOC must now investigate the matter to determine if there is “reasonable cause” to believe that the discrimination actually occurred.
Once a charge is filed, we generally advise businesses to retain an experienced EEOC attorney. The EEOC may ask you to provide a statement of position. This is your chance to present the facts that you choose. This is where an EEOC attorney can add tremendous value.
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