In 1964, President Lyndon Johnson signed into law Title VII of the Civil Rights Act. It prohibits discrimination in the workplace based on religion, color, race, sex, or national origin. Title VII cleared the way for those who suffer employment discrimination to file lawsuits. Since then, federal courts expanded discrimination to include age (40 or over), disability, union activity, and pregnancy.
To deal with claims of discrimination in the workplace, the federal government created the Equal Employment Opportunity Commission (EEOC).
Since 1964, all 50 states have enacted their own employment discrimination laws. Many of the state laws are similar to the federal civil rights laws, but offer additional protections including job discrimination based on marital status, sexual preference, or disability. These state discrimination laws are the Fair Employment Practice Acts (FEPA).
You cannot file an employment discrimination lawsuit without receiving written permission to do so from the EEOC or a FEPA agency. To receive permission, you must first make your way through the EEOC or FEPA administrative process.
In this article, we cover:
- How to successfully navigate your way through the EEOC and FEPA processes
- The evidence you need to support your job discrimination claim
- Obtaining a “right to sue” letter, and exceptions
- Damages (what you’ve lost due to the discrimination)
- The role of attorneys
State Fair Employment Protection Acts (FEPA)
If you believe you suffered discrimination in the workplace, you can choose whether to file your claim with the federal EEOC or under your state’s FEPA. Sometimes, filing under your state’s FEPA is necessary. This is especially true when Title VII doesn’t cover the type of job discrimination you suffered, but your state’s FEPA does.
For example, Title VII doesn’t cover discrimination based on medical condition, arrest record, or military status. The state of California does. Other states have similarly extended types of discriminatory practices. Visit your state’s FEPA website to find the types of prohibited discriminatory practices, filing processes, deadline information, and more.
You can only have one job discrimination claim. To avoid confusion, the EEOC and FEPA make it easy to choose where to file. If you choose to file your claim under Title VII with the EEOC, and your state’s FEPA also covers the same type of discrimination, the EEOC will send a copy of your claim to your state’s FEPA agency. While your state’s agency will retain a copy of your EEOC complaint, the EEOC will officially handle your claim.
If Title VII doesn’t cover your type of job discrimination but your state’s FEPA laws do, you must file your claim with your state’s FEPA agency. If you try to file it with the EEOC instead of with your state, and Title VII doesn’t cover your type of job discrimination, you’ll waste a lot of time and energy. The EEOC will see Title VII doesn’t cover your type of discrimination and will dismiss your claim.
Equal Employment Opportunity Commission (EEOC)
Filing your employment discrimination claim with the EEOC requires an understanding of how their claim process works. Knowing the requirements helps avoid unnecessary delays and possible dismissal of your claim.
If you choose to file with the EEOC, you must do it within 180 days after the discrimination occurred (300 days if you filed under your state’s FEPA). You can file your claim in person at your local EEOC office, by telephone (800-669-4000 or 800-669-6820), or by mail. The EEOC does not accept job discrimination claims online.
To begin the process, you first have to complete the EEOC’s questionnaire. You can also request a copy of the questionnaire by calling the EEOC’s 800 number. After filing the questionnaire, an EEOC representative will contact you within 30 days to discuss your claim and decide whether it’s sufficient to proceed via a “charge form” the EEOC provides.
Remember, if the type of discrimination you suffered doesn’t fall under one of the prohibited types listed in Title VII, but instead falls under your state’s FEPA prohibitions, file with the state. Make sure you sign and date the questionnaire. Do not omit any required information on the form. If you do, the agency may stop you from proceeding to the next step in your discrimination claim.
Proving an Employment Discrimination Claim
To prove an employer discriminated against you, you need sufficient evidence. Just saying “They wrongfully demoted me,” or “I’m pretty sure she fired me because I got pregnant” isn’t enough. You must substantiate your claim with legitimate evidence. The evidence you gather becomes the basis of your formal EEOC or FEPA claim and eventually helps to fill out the charge form.
1. Begin with a journal. You don’t need anything fancy. Even an inexpensive school composition book will suffice. Write down your contact information, including your name, address, home and cell phone numbers, and email address. You also need all the contact information about your employer you can gather, including the company website if there is one.
2. Write down a detailed description of the discrimination. Include relevant dates of discriminatory action against you and the nature of the discrimination. Make sure you note in your journal why you believe your employer discriminated against you and the specific type of discrimination (found in the EEOC’s list of prohibited behavior). The list includes discrimination because of religion, color, race, sex, national origin, age (40 or over), disability, union activity, and pregnancy.
If you believe the discrimination falls under more than one of the prohibited types, list them all, as well as the underlying circumstances. You need the same information when filing a FEPA claim.
3. Speak with fellow employees. Ask if they would agree to speak with an EEOC or FEPA representative during your claim investigation. If so, write down their names and full contact information. If possible, ask whether they would help by writing down why they believe your employer discriminated against you, and any underlying facts to support their beliefs.
Don’t worry about notarized or sworn affidavits. At this stage, that’s not necessary. Just make sure your witnesses sign their statements on each page and date them.
Because federal and state laws about recording conversations of people are varied, and violating one of those laws can subject you to criminal penalties, don’t do it without consulting an attorney.
“Right to Sue” Letters
Once someone investigates your discrimination claim, you’ll receive one of two responses. The agency will either dismiss your claim, or decide it’s legitimate with sufficient evidence to support an employment discrimination action. If your claim is sufficient, you’ll receive a “right to sue” letter.
When you receive an EEOC right to sue letter, you have 90 days to file your employment discrimination lawsuit. After that date, you’ll be barred from continuing. (Check with your local FEPA office to determine your state’s deadline for filing a lawsuit.)
The agency will contact your employer and, if appropriate, ask him to submit to mediation instead of using a right to sue letter. You and your employer can agree to mediation if you choose.
If you’re filing an age discrimination claim under Title VII, you don’t have to wait to receive a right to sue letter.
If you plan to file a lawsuit under the Equal Pay Act, you don’t have to file a charge form with the EEOC or wait to receive a right to sue letter. Instead, you can go directly to court and file your lawsuit, provided you file it within two years from the date the discrimination took place (three years if the discrimination was willful).
The type of compensation, or “damages” you can hope to recover from your employment discrimination claim include back pay, reinstatement, promotion, or other reasonable accommodations relevant to the type of losses the discrimination caused.
“Reasonable accommodations” is another way of saying you may also receive a small sum of money in addition to back pay, reinstatement, or promotion. Monetary awards in individual job discrimination suits are normally quite low, so don’t expect to receive very much if you win.
Normally, large amounts of money, including punitive damages, are only for class action employment discrimination lawsuits. Class action discrimination suits are almost exclusively filed against large corporate employers. If there’s a class action discrimination suit against your employer, you may be able to opt-in. “Opting in” is the legal term for joining a class action suit.
The Role of Attorneys
There’s no doubt employment discrimination lawsuits require representation by an attorney with substantial experience in employment/labor law. It’s virtually impossible to represent yourself in a job discrimination lawsuit. If it’s an EEOC discrimination claim, you have to file your lawsuit in federal court. If you file a FEPA lawsuit, it will be in state court.
Either way, the trial process will be way over your head. Just the act of filing a discrimination lawsuit is a complex matter. Many local attorneys without substantial employment discrimination experience won’t even take these cases. There’s too much opportunity for error.
Most employers accused of discriminatory employment practices immediately hire legal representation. This means you’ll be going up against an aggressive and very goal-oriented attorney. If the EEOC or FEPA agency gave your employer a chance to mediate, and he refused, you can be pretty sure he won’t settle your lawsuit. It will end up in a trial in front of a jury.
Unfortunately, discrimination in the workplace is still common. Often, the only recourse is to file an EEOC or FEPA claim. Some savvy employers who practice discrimination are well-versed in hiding their discriminatory practices. To succeed, you have to gather real evidence supporting your allegations.
It’s important to remember the EEOC and state FEPA agencies are not employee advocates. In other words, these agencies aren’t necessarily on your side. They’re neutral, with the responsibility to investigate claims and do everything possible to identify discriminatory practices and eliminate them. These agencies are justice-oriented. They will just as quickly dismiss a claim as support one. It all depends on the evidence.
If you’re sure you were the subject of job discrimination, then go ahead with your claim. If you’re not sure, visit with several experienced employment law attorneys to learn whether they think your claim has merit. If so, an attorney may accept your case and take over its investigation.
The attorney will help prepare the required questionnaire and charge form. Her guidance will give you the best chance of receiving a right to sue letter. From there, your attorney can file a lawsuit, whether state or federal.
Once she files suit, your attorney can use pretrial discovery rules. She can take the depositions (recorded, sworn statements) of your employer, fellow employees, vendors, and others who may have first-hand knowledge of what happened.
She can also subpoena your employer’s records, including personnel files of past and present employees, management notes, office memoranda, and your employer’s emails. Because attorneys normally handle these types of lawsuits on a contingency basis, you won’t have to pay your attorney any fee until and unless she wins your case in court.
How Much is Your Injury Claim Worth?
Find out now with a FREE case review from an attorney…
Visitor Questions on Other Case Types
Emotional distress from supervisor assault and hostile workplace… I need help sorting through how to ask for emotional compensation in an EEOC formal complaint. My supervisor provided a hostile work environment for not just me, but also my fellow co-workers for a period of about 4 months. Then when I confronted her she pushed me out of her office and slammed the door... Read More >>
What exactly counts as discrimination in the workplace? In my workplace department I am the only person of color. I speak with an accent and I also am forced to do other coworker’s jobs when they don’t do theirs. I’ve complained about this before, because I find it unfair for me to have to do their work everyday and have them get credit... Read More >>
Using company emails for my case? I have already been through the EEOC process and filed civil suit (Title VII based suit) against a previous employer. I was a full-time employee of this company for 3 years. Approximately 8 months prior to being terminated, I began to recognize unfair and unequal treatment to actually be Discrimination and Retaliation. I also recognized... Read More >>
Discrimination based on pregnancy? I was denied a promotion after I got pregnant. Prior to my pregnancy I was offered other promotions, but I did not take them because I didn’t want to relocate. Of course excuses are made from corporate to make it seem there were other reasons. The promotion was offered a month later to someone who... Read More >>
Hostile work environment and false accusations of harassment… My Store manager is allowing another manager to break policies and laws by not holding her accountable for harassing a male manager. She falsely said he sexually harassed other women, and since the company didn’t do anything about it she was going to use an hourly associate who is of the same religion to confront... Read More >>
Fired after 2 days for felony history? I obtained employment through a staffing agency. Part of the application process included signing documents that granted permission for the staffing agency to conduct a criminal background check. I started to work at the employer on a Monday. Two days later I received a phone call from the staffing agency. The staffing agency had the... Read More >>
Time limit if never obtained a right to sue letter? I worked for this company for a little over two years. I loved my job and the people I worked with. I refused to request more money when I was first hired because I didn’t want special treatment (because my boyfriend’s mother was a supervisor). I first started in the seasonal division, but was later... Read More >>
Not allowed to return to work? I broke my ribs at home on November 6, 2014. I now have a release to return to work as of January 26, 2015. The managers will not comply with the return to work laws thus far. It is a franchise. I am a working disabled citizen of the U.S.A. and can do my part... Read More >>
Is my verbally abusive employer violating my HIPAA rights? I am a supervisor at a manufacturing facility. I sent my boss, the Plant Manager, the HR Manager and my co-supervisor a text message stating that I was taking a sick day as I wasn’t feeling good. The next day, I sent another text message stating that I was still sick and would be taking... Read More >>
Is this a valid sex discrimination case? My boss has several sex discrimination charges sitting in his inbox from the last 10 years, that he has done nothing about. Recently, I was offered a raise, but my male counterpart, who started on the same day, will still be making 12% more than me. Before my raise it was 30% more than me.... Read More >>
Are these violations of the Family Medical Leave Act? I was an employee for a major phone company until March of 2014, when I felt compelled to quit after being advised to do so from a manager, who asked to remain unnamed. In 2012, I told a fellow employee I felt anguish from the prior week, when I felt depressed and had had suicidal... Read More >>
Right To Sue After Federal Court Dismisses Case? I have a legal question. If a pro se litigant files an incomplete discrimination complaint because they were trying to meet the EEOC 90 day “right to sue” deadline, and explains to the judge that they would like an extension to amend the complaint in the future because presently they are dealing with health challenges,... Read More >>
Sexual Harassment at Work… I am a female employee. While at work a male co-worker came up from behind me and forcefully slapped my butt and stated, “Buns of steel”. This was not a slight tap or a light grab and it did cause pain. It was witnessed by another co-worker. When I tried to confront him he ran... Read More >>
Compensatory Damages for Discrimination Lawsuit… The Equal Employment Opportunity Commission sued a food store chain for firing people on disability. The food store chain agreed to pay $3.2 million. I received a letter from the E.E.O.C. saying they were sending my portion of settlement and that it may be taxed. It also said it was compensatory damages. I’m wondering if... Read More >>
How do you “place together a settlement analysis” for a civil lawsuit? I filed a Title VII civil lawsuit for race, age, sex discrimination, retaliation and wrongful termination against my former employer. Their defense attorney told me to “place together a settlement analysis” to present to their client for a settlement. I’m wondering what a “settlement analysis” is and how you “place together” a settlement analysis for... Read More >>
Intentional Discrimination In March of 2009 a discrimination complaint was filed against the City housing commission. I have several documents proving that it was intentional and involved upper management as well as city commissioners. Michigan Department of Civil Rights/ Hud found “reasonable cause” after investigation discrimination had occurred. They are attempting to settle with an offer of... Read More >>