Equal Employment Opportunity Complaint

Equal Employment Opportunity Complaint

In order for John to file a discrimination complaint against his employer, he is required to file a charge with the Equal Employment Opportunity Complaint counselor or representative of the company. Once the charge has been filed, an investigation is made, or the charge maybe selected to an EEOC program and maybe dismissed. In this case, John is given a certain number of days to file a lawsuit on his behalf. This process would have to go through several lengthy stages such as the EEOC administrative process. If gone to trial it must go through filing of a summons, response and answer, discovery process, enlisting of experts, pre-trial, actual trial and a possible appeal.

In the EEOC’s Charge Process, John must go to his EEOC’s representative within this company and file a complaint. This is considered the administrative process. Pertinent information must be given about the plaintiff and defendant such as name, address and phone number, the date and a brief description of the charge. Once the charge has been filed the employer is notified that charges have been filed. The charge would be thoroughly investigated. A written description and date of alleged violation is requested again; interviews with people, documents are reviewed; and sometimes the facility is visited which the alleged discrimination occurred. As an alternative the charge may be assigned to the EEOC Mediation Program instead of an investigation, which both parties must consent to. If the mediation is unsuccessful, the charge returns back to investigation. There is a possibility that the charge be dismissed. If this is the case, John will be able to file a lawsuit on his behalf within 90 days.

After given the notice of a right to sue from EEOC, John can then file a lawsuit within two years. This is where the statue of limitation comes into place. The suit must be filed within the discovery of the charge. John must then file a summons or a complaint in the appropriate court. Attached to the summons is a detailed complaint of the allegations and relief required in case. The defendant, John’s employer, will then receive the summons notifying them of the lawsuit.

After the defendant receives the summons, they must respond by filing an answer or preliminary motion within the federal court or preliminary objection within the state court. Th...

... middle of paper ...

...d other employees would benefit by becoming knowledgeable of their rights under the laws of EEOC and corrective or preventive actions would be taken to discourage discrimination. This is why it is so important that an employer must educate management, as well as, employees so that problems, such as, John’s won’t escalade to the point of a complaint being filed within the EEOC administration. Employer’s may lose, as well as, employees and may become devastating where as both parties are negatively affected.

REFERENCES

Bennett, Alexander, Hartman (2003), Employment Law for Business, Fourth Edition I., The Regulation of the Employment Relationship, The McGraw-Hill Companies.

Bennett, Alexander, Hartman (2003), Employment Law for Business, Fourth Edition II. Regulation of Discrimination in Employment 3. Title VII of the Civil Rights Act of 1964, The McGraw-Hill Companies.

The U.S. Equal Employment Opportunity Commission. Retrieved from http://www.eeoc.gov on April 1, 2004

U.S. Courts Federal Judiciary. Retrieved from http://www.uscourts.gov on April 1, 2004

Discrimination Complaint Procedures. Retrieved from http://www.lacity.org/per/EEO/discrime.htm

April 1, 2004