EEOC Complaint Requirements
How to File an EEOC Complaint While Working for the Employer
The EEOC was originally created to handle the Civil Rights Act of 1964, which prevents discrimination based on race, age, creed, color or national origin, but as of 2011, the EEOC enforces several other statutes. For example, it enforces the Equal Pay Act and the Genetic Information Nondiscrimination Act of 2008. You must face one of these types of discrimination by a private party or the federal government to have grounds for an EEOC case.
The EEOC only considers discrimination when there is a consistent history of it or in some cases, a single but heinous act of discrimination, according to the EEOC website. For example, the EEOC would not accept a case if all that happened was a single incidence of light teasing. However, if a supervisor demands sexual favors for a promotion, the EEOC would consider this serious enough to pursue. The EEOC also needs documentation of the harassment or discrimination, such as eyewitness testimony or email records.
As of 2011, the EEOC gives employees 180 days from the date the discrimination occurred to file a complaint. You may receive more time if a local governing authority has jurisdiction over the case and gives you more time. For example, if a state law prohibits the same discrimination you experienced, the EEOC extends the deadline to 300 days, according to the EEOC website.
Give the EEOC as much information as possible. The EEOC will decide whether the case is worth pursuing or if it wants to attempt mediation. The EEOC usually tries to gain concessions from the employer, such as a reprimand for the offending employee, before taking legal action. Also, watch out for discrimination after you file a complaint. Any action taken against you for lodging an EEOC complaint -- valid or not -- is called retaliation and is another form of discrimination.
Read more: Grounds For EEOC Complaints | eHow http://www.ehow.com/info_12124519_grounds-eeoc-complaints.html#ixzz2U1tTXilW
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