r/EEOC

Looking for experience and advice appealing the AJs decision. They cited old case law which has been superseded by recent cases.
I know this will be a very long process.

My mediation was back in January, decided to turn down the $1K offered... I asked the new person assigned "i am inquiring if there has been any update on case .... would you be able to provide me with a right to sue letter?" the response "i will process you right to sue letter" then i get a notification that my case was closed immediately after? should i not have asked for an update or letter? i feel the person just remembered they had my case and was eager to close it out.

Location: Texas

I was selected as 1 in 10 students for a short term (10-12 weeks) summer paid internship for in veterinary medicine. This program begins June 1st and covers wildlife, equines, clinics and it a great opportunity for me and any future vet school applications. I accepted the offer, signed a contract, and was in the process of sending in I-9 documents.

To preface, I broke my ankle in March, had ORIF surgery, had some complications and was taken back for an unexpected hardware removal last week. 9 weeks out, I was full weight bearing in a normal shoe, walking normally, so I'm only expected to be off my feet for 2 weeks this time, transition to a walking boot, and should be back to normal by the end of June at the latest. When I was told I'd be having surgery, I emailed HR to give a heads up on the situation and to prepare for any accommodations to be arranged.

HR said they'd speak to the program director, and to follow up with any updates. Today they called and said they didn't want to make accommodations seeing as it was a short term position, and would rather the position go to somebody who can fully perform the animal husbandry duties of the job. I explained the walking boot is temporary, 2 weeks maximum, and I would be able to walk, stand, lift, and complete most tasks needed.

I'm so sad that my injury has already taken the last few months from my life. What possible steps can I take to follow up to their decision? Should I ask for the department head's contact information, request their decision in writing, file an EEOC claim? Should I just let it go?

Any advice at all is appreciated.

Title: HR Ignored My Harassment Complaint for Months, Then Opened an Investigation Against Me After My EEOC Filing

I work for a mid-sized company and reported ongoing derogatory comments and hostile behavior from a senior executive over the course of about 10 months. HR repeatedly minimized the issue and never opened a formal investigation despite multiple complaints.

Eventually I filed an EEOC complaint. Almost immediately after that, HR finally acknowledged the situation but at the same time informed me that was now under investigation based on alleged comments I supposedly made about coworkers.

Some things that concern me:
The executive I complained about was allowed to confront me directly after my complaint with HR in the room.
HR declined to investigate my concerns and stated going to my Manager was not proper procedure.
They claimed my manager never forwarded complaints, I called my manager into the meeting, and their story changed.
CFO remained involved in workplace decisions affecting me.
HR included him in communications related to the situation.
I was not given clear details about the allegations against me, including dates, witnesses, or specific statements.
Shortly after filing externally, workplace treatment toward me noticeably changed.

I feel like requests for neutrality and confidentiality are suddenly only being applied to me.

There were also rumors and gossip spreading through the workplace that added to the hostile environment and made things worse socially and professionally.

I’ve started documenting everything, saving emails/texts, and requesting written clarification from HR.

Has anyone experienced something similar after filing an EEOC complaint?

Btw, I recorded the meeting with HR and the CFO and of course haven’t told them yet. The CFo took full blame and responsibility but just wanted it to “go away”. Being called “fag”, “queer”, and “gay”, twice in front of the HR Manager that didn’t act. Total of 6 incidents, two in front of HR and others in front of other managers. I told CFO to stop on two previous occasions, the behavior continued. Reported to my supervisor and HR also didn’t act.

Nobody is more dangerous than someone who has nothing to loose anymore.

I have several allegations against my company

Hostile work, harrassment reported documented and ongoing for years. I was ignored and called a liar. This is unfortunately “legal” but against policy.

ADA Discrimination, I was constructively terminated after leave for FMLA.

Of course legally hostility and harassment has to be a protected activity / class violation to pursue. ADA violations are against the law warranting my charge. My goal is to have the leading decision makers disciplined for their lies and behavior internally with the evidence I haven’t shown. Other managers snitched on other managers and provided texts and statements.

Suddenly my employer wants to investigate and review and I feel it’s a backdoor effort to derail my EEOC valid charge.

Anybody else had their case “circumvented” to avoid the EEOC (and in my case, that portion of the charge) ? Suddenly the employer reaches out to me but has ignored me and stalling my mediator.

My investigator confirmed they received my employers position statement around March 30, 2026. They said they needed time to review it before providing it to me.

I filed an inquiry about a month ago for an administrative charge but did not schedule an interview due to lack of availabily. Another agency is actively investigating another statute violation which is my main effort to get my record expunged of falsities. I got a message out of the blue from the EEOC with an interview confirmed. I thought the claimant had to actually schedule their own intake with the EEOC? Is that normal?

There has been a noticeable increase nationally in disputes involving reasonable accommodations, telework, return-to-office expectations, disability discrimination, and retaliation claims over the past couple of years — especially in federal workplaces and large employers. A few things are contributing to that pattern:

-During and after COVID, many employees successfully worked remotely for long periods, which changed expectations about what jobs can be performed remotely.

-Agencies and employers have increasingly pushed return-to-office requirements or narrowed telework flexibility.
-Employees with disabilities who previously functioned well with telework accommodations are now more often having to re-justify those arrangements.
-Managers and HR departments are under pressure to balance operational concerns, staffing shortages, productivity metrics, and consistency across employees.

As conflicts increase, employees are more likely to file EEO complaints alleging:
* failure to accommodate,
* inconsistent accommodation implementation,
* lack of individualized assessment,
* retaliation after requesting accommodations or filing complaints,
* and hostile treatment after engaging in protected activity.

In the federal sector specifically, telework and accommodation disputes have become a major area of litigation and EEO activity. One recurring issue is whether agencies are engaging in an individualized interactive process versus relying on generalized assumptions or blanket policies.

Another common issue is when accommodations are technically approved but operational guidance, safeguards, or implementation details remain unclear — which can later lead to performance or conduct disputes.

If you have a disability and were denied telework as an reasonable accommodation (RA) file an Equal Employment Opportunity (EEO) discrimination complaint and consult with an attorney ASAP. Class action lawsuit might be in the works, possibly at no cost.

https://www.reddit.com/r/fednews/s/PaVyXnro4n

From my understanding, EEOC cases that are resolved via mediation are not posted online. Both parties sign an NDA and receive a copy of it. Can a city government (respondent) still post the NDA document on their website?

I have mediation for a company denying my candidacy due to my anxiety as the only reason provided. Would there be a settlement and what amount is insulting if so to me, or audacious to request from me. I tried reaching out to employment firms for a consultation, but I've gotten no replies from them or return calls. If anybody has been through this process I would appreciate some insights. Thanks yall

Hello,

I’m in the process of obtaining a lawyer for a work dispute. It’s contingency based , 35% which is fine with me. However, my lawyer mentioned expenses would be taking as well (if we win of course).
I’m just curious to know what are some typical & potential expenses that may occur & can there be a cap placed on it?

Yes, I’ve asked him to clarify (no response yet). I guess I’m just trying to get insight from others that may have dealt with this before & what would be reasonable on my end.

What exactly does a charge mean for an employer? I noticed the legal dept requested for my charge to be dismissed in every response they submitted.

Could i please get some advice from the reddit gods? Brace yourselves. This is a lengthy one.

I (28F) have been working at this office job for the last 8 months. My job was to make phone calls all day to clients of the business and handle all new incoming calls and occasionally claims. Very easy honestly. I liked my clients and i liked my coworkers. There was only me, debbie and laura in the office. laura is the owner's daughter in law but she absolutely hates him. That's a whole other story. Debbie was fairly new but fitting in great. My boss is not a very nice person and very much a control freak. We are watched on camera all day. Told what to say and how to say it. If it's said wrong he is never happy.

On to the real stuff. Life has been a little crappy in the last few weeks. I hear it comes in threes. My car broke down (it's fixed now). The office was struck with illness. I took two days off and then worked sick as the other girls had the whole next week off. Well all was good until monday when I woke up sick. Tuesday i came into work feeling much better. By noon i was getting sick at my desk and running to the bathroom with a bucket. I stayed working and left work two hours early after I finished the list of tasks for the day.

Wednesday i came into work and my boss called in. Hes pissed. Hes yelling at me asking why I've been so sick. He stated he needed to know my health information because he wanted to be sure I didn't have something serious and if it was then he would let me go because that doesn't work for him. He then began nonstop asking if i wanted to be there. (I didn't answer because he wasn't gonna like my answer)

I told him that I'm not making myself sick. I had no intention of coming in and throwing up at my desk. (he made a rule that if we were sick we were not allowed in the office or he would fire us for getting the others sick) I told him he doesn't have a right to my personal information. I'm in the process of figuring it out. I have a drs note.

He said for the rest of april i wasn't allowed to call off at all for being sick. (i already had a dr appt scheduled so that sucked) He stated that i was no longer allowed to have red bull (i drink one in the morning, i can't drink coffee) or anything else besides water. He also demanded I start eating better? (me and Laura eat the same lunch or i bring in leftovers) I told him quite frankly "i wont bring it into the office, and ill eat my lunch somewhere else from now on". He just said okay and hung up.

Thursday a man shows up at the office. Very sweet and talkative. he came right up to me and told me all about how my boss hired him last week and he wanted to check the place out. he was hired to do the phone calls, paperwork.. my job. He was very excited to be starting on monday.. i connected the dots very fast. There are only three computers in the office. I immediately jumped to applying to get ahead but continued like normal.

Friday i worked as normal. 3pm came around and i had finished the day's list of tasks. My Boss walked into the office and sat in front of me. He told me my work was great, my personality was always bubbly and great with clients, and the only reason hes letting me go is my inability to communicate. I'm unsure what that meant other than he didn't like our conversation on Wednesday or my conversations with clients. (he records all phone calls, nobody knows because his system doesn't say it) He then brags about the two people he hired to replace me and how great they'll be for him. While he bragged I was packing all my stuff and leaving. He told me he would pay me for the day and i could write a letter of recommendation "from him" and send it to laura to proofread before i use it. Kinda felt like a slap in the face and I'm not sure why.

Here are the added issues that make this situation suck even more. He had me as a 10-99 employee. (i have never been 1099 before) I was talking to a bank teller one day about a loan and we ended up talking about my pay being 20hr and my hours 9-6 monday thru friday. He immediately started telling me that as a 1099 employee I'm supposed to have a contract. (i asked the laura and she said she is also 1099, she didn't know about the contract and feared Boss would fire us if we asked). From what the teller told me and from some research I've done i believe i was supposed to have much more of a say in my day to day job.

My boss controlled in every aspect. We were expected early every day and late out if it warranted but no overtime. He watched us on camera all day on his tablet. If we said the wrong thing he called immediately. He would yell through the camera mic at us to call him if we were on the phone and didn't answer him. He once complained I took too long in the bathroom and i yelled "Well I didn't predict my period but I'm more than happy to talk about it." He got very awkward and fumbled his words then hung up very fast.

My family has heard all the stories these last few months and warned me not to stay at this job but i have bills and it was paying them. Now there's begging me to report him and do something about it but I don't know what i can do. I'm stuck and stressed. any advice would really help. Thank you so much!

Location: Fort Myers, Florida

I have an RTS claim against my company. Under the employment agreement, I am required to go through mediation with a third party before proceeding to court. The company has agreed to mediation, and I will be representing myself. I am seeking advice on the dos and don’ts of the mediation process. Also my RTS expires in September so I am working against that deadline, not sure if I can do anything to fast track the mediation.

In January I was injured at home when cabinets fell down on my head rendering me unconscious. I was due to be at work that day. Instead I went to the ER via ambulance. I was off work for several weeks. When I returned to work in February— of course I had several doctor’s statements, ER visit summaries, and many other things. Along with a doctors statement from my pcp requesting light duty. It was immediately denied.

My accommodations were immediately denied with the administrator refusing to take copies of ANY paperwork. I tried working my regular routine but was heavily impacted. In early March I wrote a letter explaining how this denial has affected me and stated I needed to go PRN per our conversation light duty (which my doctor requested) simply wasn’t offered there.. which the PRN status was quickly granted but left me scrambling for hours as I no longer had seniority or priority now as a prn employee. Ultimately I was left working more night shifts than usual which aggravated my symptoms.

One day in April after completing a night shift with no incidents that includes with staff or residents, I was called and terminated. The reason was I was sleeping for over an hour at the nurses station. This was shortly after writing the statement that I felt I was being discriminated against due to my recent concussion. All of this stemmed from them refusing accommodations and not engaging in the interactive process.

I took it to unemployment and won. The ALJ stated I was the most credible on record when he sent the findings.. They appealed and the Board of review went further in depth about how I— the claimant was the most credible and politely chewed them a new one. They lied during the hearing btw and it was obvious that they knew accommodations were needed based on the evidence. Their attorney argued that my medical documents shouldn’t be allowed based on the timing of receiving them. Meanwhile they never sent me or my attorney (free with unemployment online free lawyers) but yet that evidence was allowed. It was just one measly screenshot come to find out. I finally saw it after requesting my file from IDES.

Fast forward EEOC has filed a charge of discrimination and retaliation. I still have ALL the statements written including a witness statement who worked with me the night I was accused of sleeping at the nurses station.

How does one without bias view this case? I’m seeking an attorney just in case mediation doesn’t go well? Any suggestions? I’m in the state of Illinois near the St. Louis Missouri area. Also how can I handle them lying about never knowing I needed accommodations besides my PRN letter and the PRN schedule being granted. Also what if they claim to have never gotten anything? How would that work? Lastly, do lawyers represent for mediation only? How does that work and is it worth hiring one? This is my first time and it’s a bit much. Sorry for the scrambled message but thanks in advance

Should I try to contact the company attorney who is listed on the RTS to see whether we can have a tolling agreement and attempt a mediation before I file the case?

I believe it's possible that one person in the company who I complained to might be trying to contain the issues stemming from her influence and decisions (hence what appears to be a pattern of fumbles and incompetently creating new legal issues seemingly to cover up other legal issues). The company attorney might be more level-headed.

Is it typical to receive a determination of insufficient evidence and then a second determination that said they make no determination? Both say Notice of Rights / Right to Sue and were issued on different dates by different positions (Investigator and also Field Director)

I recently received my EEOC right-to-sue letter via email.

I have already notified my attorney, but I haven’t heard back from him yet. I plan to call his office on Monday to discuss the next steps and overall strategy for moving forward.

For anyone who has gone through this process:
What usually happens after the right-to-sue letter is issued?

How long does it typically take for a lawsuit to be filed?

Does receiving the letter change anything if an attorney is already representing you?

I understand there is a 90-day deadline to file suit, but I’m curious what the process generally looks like from this point.

Any insight or experiences would be greatly appreciated.

Do people bring evidence to mediations? If so, how do I do that if it’s online?