Should I mediate my EEOC charge?

EEOC mediators only mediate charges. They are precluded from performing any other functions related to the investigation or litigation of charges. Who should attend a mediation session? The charging party and a representative of the employer should attend the mediation session.

How does an employer respond to an EEOC charge?

In our experience, many cases are resolved outside the EEOC process with the assistance of legal counsel. Once the Charge is received, the EEOC provides the employer with a copy of the Charge and assigns an EEOC Investigator to the matter. At this point, the employer has the opportunity to respond to the Charge in a written Position Statement.

How can I upload my EEOC position statement?

With EEOC’s new Digital Charge System, Respondents can upload their position statement and attachments into the digital charge file rather than faxing or mailing the documents.

Can a EEOC investigation be extended by 180 days?

However, the investigation may be extended by another 180 days in certain circumstances. It is not unusual for the EEOC Investigator to ask the parties for an extension. The EEOC Investigator may seek additional information through witness interviews, or by speaking to the Charging Party or employer.

When do you need to write a rebuttal letter?

A rebuttal letter is a formally written communique that expresses the ideas, arguments, and the terms of a rebuttal. You will need this kind of letter to counter any unfounded allegations, request for a refund after the purchase of fake items and respond to any false allegations in a court proceeding among others.

What should be included in an EEOC rebuttal?

Rebuttal in the EEOC investigation process – When responding to the employee complaint, your EEOC position statement should address all issues and facts alleged by the employee and your defenses against discrimination charges. Many employers make the mistake of generalizing their responses.

How to respond to an EEOC charge of discrimination?

Effective position statement rebuttal and a response to EEOC charge of discrimination are filled with details, times, who and whens. As an employer, you want to craft a convincing legal reason for the alleged adverse action. Again, this is where legal counsel can b of great value. Conclusions and general denials should be avoided at all costs.

Can you release a copy of your EEOC position statement?

This is one of the most common mistakes when drafting employer position statements. Understand that the EEOC can release of a copy of your position statement rebuttal to the employee’s legal representative for a response. The EEOC will more than likely assess the credibility of each party’s response

How long does EEOC give charging parties to submit their position statement?

Any reference to charges filed against the Respondent by other charging parties. How much time does EEOC give the Respondent to submit its position statement? EEOC generally provides the Respondent with 30 days to gather the information requested and submit its position statement and attachments.