Most employment lawsuits based on federal discrimination laws must first go through the U.S. Equal Employment Opportunity Commission, better known as EEOC. With few exceptions, these cases involve the protected statuses as set forth in Title VII of the Civil Rights Act of 1964. The EEOC launches an investigation and then gives Notice of Right to Sue when the investigation is closed, which allows permission to file your federal or state employment discrimination lawsuit withing 90 days. You can request the right to sue sooner or, if you’re filing an age discrimination claim, you don’t have to wait.
The idea was to resolve some of these matters without litigation, but also in a way that ensured maximum public good when an employer was caught unfairly treating workers. The EEOC doesn’t pursue government sanctions in every case (increasingly less so), but oftentimes information gleaned from that investigation can be helpful to your personal claim.
But apparently, the EEOC isn’t even doing much of that. In fact, an investigative co-report by the Center for Public Integrity and Vox. The report indicated an increasing number of workplace discrimination cases are being closed before they are ever even investigated. Continue reading