Equal Employment Opportunity Commission (EEOC) is a government agency. EEOC enforces laws against discrimination in workplaces. EEOC also ensures the Civil Rights Act and Equal Employment laws are followed in workspaces.
Employees must go through the EEOC complaint procedure before they can sue their employers for discriminatory practices. Although there are exceptions to extreme situations and cases, most discrimination lawsuits require this step.
Employers can be sued under EEOC laws for discrimination against race, gender, religion, age, disability, national origin, and pregnancy. These lawsuits and claims are heavy and can prove to be costly for employers and their businesses. But not all charges are always the right claims, or at least the complete truth. Here are 5 things you can do to reduce charges of EEOC discrimination:
1. Review the notice and comply with the law
Laws are equal for all and staying in compliance with the law is the first step in proving the claim wrong. Make sure you review the notice and comply with the requirements and investigation procedures, also the deadlines for appearances. Not complying can put you in a position of doubt and wrongfulness.
Mostly, notices received from the EEOC are not the determination that discrimination has occurred. It can be a notice of complaint for discrimination only as well.
2. Follow the notice
EEOC will ensure to know both sides of the story to determine the final decision unless given undeniable proof. Through the notice, you might be given the chance to respond to the charge against you. That is your chance to explain your innocence and that the claim is incorrect.
3. Don’t escalate the situation
Often times the charges are escalated and added when things go against EEOC instructions or violate any further laws. Remember, if you are not wrong, you will be given the chance to prove it. It doesn’t require escalating the matter or publicizing it, which could only harm you and your reputation.
An example would be to hire a lawyer. Although you are entitled to have an attorney, hiring one at first notice could give a wrong message.
4. Reach out to the EEOC mediation program
To resolve disputes of discriminatory claims confidentially and without bearing heavy costs, the EEOC has a mediation program. Through this program, a mediator sits with both parties to discuss a common solution or ground.
Remember that sitting for a mediation program doesn’t mean agreeing to the guilt of discrimination act. It is simply to keep things confidential, save time and money, and don’t ruin the reputation of the organization which is not for the benefit of both parties.
5. Protect the employee who filed the charge
Make sure that the employee is not punished for filing the charge, and that no changes are brought to the schedule at least until the suit is dismissed. Retaliation is illegal since every individual has the right to charge for unlawful activities.
Final Words
Compliance plays an important role, so make sure that you provide all additional information, data, documents, interview records, etc, to the EEOC if they requested it. It may help to prove the charge incorrect.
