r/EEOC

If an EEOC charge is filed before an adverse event (termination), does the employer generally move towards termination?

Or

Do they try to remedy the issue that related to the employee's charge in the first place?

Filing after the adverse event (a termination) is already understood. Just curious what typically happens while the employee is still employed?

I hate discovery with a burning passion. I’m convinced it’s designed to overwhelm the everliving crap out of the plaintiff by requiring an insane amount of specific details and dates that no reasonable person keeps record of or can recall off the top of their head. What do you mean you need the exact name of my childhood best friend’s pet parrot and the date I first met them???? (Not a real question btw just pointing out the ridiculous amount of specificity required and how far back you’re asked to remember things)

And literally do not even get me started on all the requests for production, which is apparently every document you’ve ever owned in your entire life and then some.

Anyway I’m overwhelmed and this is an insane mental burden that I genuinely don’t know if I can handle, the fact that there’s such a tight turnaround on producing such an ungodly amount of info is stressful.

I probably will not actually end up walking away from this nonsense, but it IS IN FACT nonsense and I’m already exhausted. I guess I need encouragement or something? Idk.

Why don’t they get mad at their management but let it out on u? Why do they have an ego . These people can go to hell

Hello All,

First of all, I am a 58 year old woman that was forced to resign on 7/1/26 from a state agency job that I had worked at for 3 years. Previously, I worked at another employer for 9 years in property management and have been gainfully employed since 1990. The reason I resigned was due to a return to office mandate by a toxic supervisor and the daily commute would have been about 4-5 hours Monday-Friday so I resigned. Originally, I was hired 100% remote 3 years ago but the boss told me I had to return to office within like 2 business days and I live about 100 miles from the office. Also, I had been dealing with micromanagement from this supervisor since I returned from leave in May and it all culminated with the return to office mandate. I have even considered filing a EEOC but I am just focused on finding a job at this point. Even the DOL sided with me in my claim and I was approved unemployment. The thing is now after about a month and 15 days I have submitted probably about 50-60 resumes and I am still searching.....I have experienced ageism comment on one of my interviews and it really made me regret even applying. Also, concerned that since I resigned without giving a 2 week notice the state agency may have me coded as ineligible for rehire. I have a degree, advanced certifications and at this point, I feel like the state agency may have put something in my personnel file. Has anyone else experienced a situation like this that can offer some insight? Any words of encouragement, tips or advice would be greatly appreciated.

The Background
I was hired at a large national retail company with over 500 employees. Shortly after being hired my direct supervisor made explicit statements that my sexual orientation was a factor in his decision to hire me. He said this directly to my face and repeated it again in front of a coworker on a later occasion. Beyond that he repeatedly pressured me throughout my employment to use my sexual orientation as a sales tool specifically to engage with customers of the same orientation in a way that would generate more revenue for the location. I declined every single time.

The Complaint
After approximately two months of employment I filed a formal written complaint with the company’s HR department documenting the sexual orientation discrimination and harassment. Prior to filing that complaint not a single disciplinary action had been taken against me, no performance concerns had been raised, and no questions had ever been asked about my background or conduct.

The Investigation
The company conducted an internal investigation. Within days of my complaint I was placed on paid administrative leave. The company completed its investigation and issued written findings. Those findings signed by a senior HR official — substantiated the majority of my allegations and confirmed that witnesses corroborated my account. The findings letter included a written promise from the company that retaliation would not be tolerated.

The Termination
I was terminated shortly after my allegations were confirmed in writing. The stated reason was an alleged omission on my pre-employment background check paperwork. Here is the issue with that my direct supervisor knew about my background before I was ever hired. I disclosed it to him personally. I took scheduled time off on a recurring basis for obligations related to that background and informed him of the nature of those appointments every time. On at least one occasion I contacted him specifically because officials overseeing my supervision needed his information. He acknowledged and accommodated everything throughout my entire employment without ever raising a concern until shortly after I filed my discrimination complaint.

The termination letter was emailed to me before I was verbally told I was being terminated. The investigation findings and the termination were delivered in the same phone call. I received the written promise that retaliation would not be tolerated and my termination letter within minutes of each other on that same call.

The EEOC Charge
My charge covers retaliation, sex discrimination based on sexual orientation, and sexual harassment in violation of Title VII. Both me and the company have agreed to mediate through the EEOC. The company’s legal representative and the HR official who signed the investigation findings letter will both be present at mediation.

Where I Am At
I am going into this pro se. I sent a formal demand letter to the company before mediation that included legal arguments referencing applicable Supreme Court and circuit court precedent, and a detailed breakdown of damages. No response was received. I have prepared extensively for the mediation including a negotiation strategy for the caucus format.

My Questions For The Community
**1.**Has anyone gone through EEOC mediation pro se against a large national employer with legal representation on the other side and what was your experience?
**2.**Given that the company’s own internal investigation confirmed the discrimination in writing, the retaliation timeline is extremely tight, and the termination letter was sent before verbal notification how strong does this case appear to people familiar with employment law?
**3.**Has anyone secured a high five figure or six figure settlement through EEOC mediation without attorney representation? I know settlements tend to be lower without attorneys but the documentation here is unusually strong and includes the company’s own signed findings confirming the harassment occurred.
**4.**Any advice on going up against a company’s legal team alone in a virtual caucus style mediation?
**5.**The company employs over 500 people which means the Title VII damages cap of $300,000 applies for combined punitive and compensatory damages. Is it realistic to expect that level of settlement in a well documented retaliation case through EEOC mediation?

I want honest assessments. If there are weaknesses in this case I want to know what they are. I am not looking for validation I am looking for real feedback. Thank you in advance.

My employer declined EEOC mediation yesterday, so my charge is officially moving into the formal investigation stage.
Honestly, I was surprised they turned it down because my motive has never been about a cash payout it’s about accountability, addressing systemic racism/differential treatment against Black employees, and calling out toxic leadership.
I haven’t been asked to submit my evidence to the EEOC yet, but I have a substantial amount of proof saved, including text messages from current coworkers validating the pattern of treatment and the environment behind closed doors.
For those who have navigated the EEOC investigation phase:
1. Next Steps & Timeline: Since they just declined yesterday, what is the immediate next step? How long does the EEOC typically give an employer to submit their official Position Statement?
2. Submitting Evidence: When do I actually submit my proof? Is it better to hold my coworker text messages and documentation until I get their Position Statement so I can submit it as a targeted Rebuttal, or send it to the investigator now?
3. Motive & Leverage: Since money isn't my primary goal, does having strong third-party coworker evidence usually force employers back to the negotiating table once the investigation gets moving and they see what proof actually exists?
Appreciate any advice or experiences with this phase!

The added incidents arise from the same underlying problem in my current charge, that supports requesting an amendment rather than starting from scratch. EEOC says it can add later discriminatory events to an open charge and investigate them with the original allegations, although it can still choose to open a separate charge if appropriate.

**So what is the deciding factor for adding to current charge or starting a new one?**

I really believe it should just be added. I filed a charge (which is common around here) for ADA, failure to accommodate, failure to engage in the interactive accommodation process to keeping me out on unpaid leave for three weeks.

They brought me back to work just in another department which could have been done without having to keep me out on unpaid leave. I reviewed the company's policies, this is not a frivolous charge of a disgruntled employee. I have cancer and I filed a meritorious charge against a large employer for trying to push me out of my job after asking for simple, not costly accommodations in a retail job. And they responded by dismissing me from the job on paid leave for a week and then umpaid leave for 3 more weeks until finally bringing me back.

This employer has a reputation for EEOC suing them for failure to accommodate and then having the DOJ Institute mandatory consent judgments with hefty fines.

These new allegations are related to my original allegations because they involve the same accommodation issue/the same managers/the same department/a continuation of the same treatment/retaliation after my protected complaint.

And I also learned that since the EEOC rarely Investigates charges, let's face it they're understaffed, have over 200 charges a month individually, hold the charges in their database and just move the paperwork back and forth between charging party and the employer. I have yet to receive a position statement, and it is possible I never will.

I've returned to work, but the unpaid leave matter is something that cannot be ignored or swept under the rug. I read the policies about "Known and Observable" conditions and they employer responded by keeping me out of work hoping I would quit until I kept documenting and following up bypassing the barriers they tried to set and returned to work 20 days later.

I submitted an inquiry at the beginning of this year for wrongful termination (related to FMLA / ADA), and I still cannot get an intake appointment scheduled. I’ve contacted the EEOC and was told I had until November to file a charge, but their only advice for scheduling was “keep trying.”

I have an attorney now working on contingency, but I’m worried because that deadline to file the charge is coming up quick. Only just getting started so I do plan to ask about advice on this when we meet next.

In the meantime I wanted to see if anyone here had any advice? I’ve tried logging in daily, at random time like 3 or 4am, and I’m at a loss. :(

I (F, 24) was a CNA with a 3-year tenure on the same unit, 100% performance evals and no prior issues. I reported sexual harassment and was consequently removed from my home unit, while they allowed the harasser (M, 25) to remain. He came onto the new unit I was on and said more inappropriate things about me to coworkers. I made a report, and was consequently removed from the second unit as well. I was then placed on units I had not worked on in 3 years, my hours were reduced, and I experienced complete destruction of my reputation at work (managers who used to get excited to see me gave me the silent treatment, wouldn't even look at me; dozens of people approached me about allegations the male coworker made about me). I ended up resigning after having a series of panic attacks at work (not formally documented).

Long story short, I went to the EEOC a few days ago and they immediately granted my case an opportunity for early mediation. I already signed a contract with a lawyer who placed the value for my case around 50-100k. However, he has been highly unresponsive, and I've done all of the work so far on my own. He is rated highly, but takes 40% of whatever is won.

So I guess my question is: Do I try to go into early mediation alone? Try to find a different lawyer? For those who have done early mediation, what were you offered? (I understand cases vary wildly, bonus points if yours was a retaliation case). I have to submit my decision about early mediation in a few days. TIA for any help/guidance!

Thats it- I have to let it go. Thanks for everyone following me along my journey. They wouldnt even agree to balanced settlement agreement which includes no money and just to simply sign off they read a letter I wrote. I just dont think mentally I can go through years of litigation and be called a "slut" and that I wanted it. Its so awful. A year of work, plenty of evidence witness statements and a right to sue letter but I just am done. Thanks for all the help along the way.

My EEOC complaint has been accepted and is moving forward. This is in Chicago, filed against a large museum for racial and age-related discrimination. Any thoughts?

I worked as a maintenance technician and was the only Black employee in my department.

During my employment, racial slurs/markings appeared on workplace equipment. I have photographs and former-coworker statements regarding racial conduct, workplace practices, and how policies were actually enforced.

I also have comparator evidence showing White coworkers engaged in the same or similar conduct I was disciplined for, while they weren’t disciplined or were treated differently. Some of this is supported by photographs and former-coworker statements.

I had documented disabilities and FMLA/medical issues known to management. Management treated a medically necessary pain-management device as a prohibited electronic/listening device. I later contacted HR in writing explaining its medical purpose and specifically raised accommodation concerns, but I did not receive a meaningful accommodation discussion.

During the same general period, my mental-health symptoms became significantly worse. My PTSD disability rating increased from 50% to 100%, and my medical records documented increased problems related to work. I’ve been in therapy and my sleep problems became substantially worse. At one point while at work, I contacted the VA crisis line for the first time because I was concerned about becoming so angry that I might hurt someone.

I made protected complaints about unequal treatment directly to the GM. Afterward, my relationship with the GM deteriorated and I experienced increased scrutiny and discipline. Management also went back approximately nine months and relied on an old alleged incident that hadn’t resulted in discipline when it supposedly occurred.

The same GM who received my protected complaints was later involved in ending my employment and the subsequent rehire decisions.

The company eventually said it was outsourcing the department and terminated everyone. Within days, several White coworkers were hired through the contractor to continue the work. I wasn’t. The employer later claimed everyone had been given an opportunity to interview, but I maintain I was never told about the position or offered an interview. I learned about the rehiring from someone else and have contemporaneous communications from that week.

I have former-coworker statements, texts/emails, photographs, medical records and other contemporaneous documentation supporting different portions of this timeline.

Assuming the documentation supports these facts, what potential claims would you be looking at, which facts would concern an employment attorney most, and what additional evidence would you want before evaluating the case?

Lots to unpack but I’ll try to summarize. Started with a smallish company in 2023. I liked the job and for the most part, the people. Owner included. Owner would occasionally make some derogatory comments about my religion, I didn’t love that but I let it go. Ff to May 25 and I had surgery to have a mass removed. It turned out to be cancer. Company gives a ton of paid sick days. 24 to be exact but I was told at the interview that they don’t expect you to use very many. Apparently the owner had the hots for a previous manager and she convinced him that woman needed 2 a month so it should be policy. I used a lot for surgery, then oncology and scans. Scans found a second primary cancer. A bad, aggressive one. I immediately applied for short term disability to start chemo and radiation. Radiation was delayed waiting for insurance approval. My first chemo cycle fell in the middle of the pay period. Boss offered to pay me for the entire pay period and I would owe the company 40 hours. I agreed because I couldn’t afford to miss the hours. Takes forever to start getting std payments. She sent me a text saying that I should plan on just working 8-5 unless I had an appointment even though I shouldn’t have been working at all. I get through 30 radiation treatments and 4 chemo cycles and officially return to work part time. Doc cleared me for no more than 20 hours a week, a few weeks later she claimed that she didn’t get anything from my doctor and fired me for not working 40 hours a week. Is this worth pursuing?

For starters- I’m still within the EEOC limits window. Also limiting details to protect myself.

Constructive discharge that even unemployment approved benefits for after they caught my employer lying to them to stop me from getting unemployment (I know it doesn’t hold water in this case- just more fuel for the fire as they’re a govt impartial entity) due to:

* (Everything listed includes email proof in hand) *
- Two different types of discrimination
- Harassment and retaliation
- Employer HR admitting fault in emails but refusing to resolve the situation and denied or ignored self-initiated accommodation requests to resolve it myself.

There’s many other things involved but I don’t know what the EEOC will actually pursue.

Hopefully this is the right place. If any of you have had to go beyond the EEOC and file an actual lawsuit and have a contingency lawyer, can you tell me if they have a clause in their contract saying that the client owes court fees/expenses even if the case is lost or there is no settlement. Since many here are fighting employment discrimination and may not be working, I think this seems wrong to hold the client responsible, but I keep seeing it pop up. Maybe lots of people miss it in the contract they sign also, so this post also serves as a warning to check the contracts carefully. Just want to know what your experiences have been in looking for and hiring a contingency lawyer. I understand you wouldn't owe them any hourly fees for their time but the court fees can add up right? Thanks!

I’m preparing a rebuttal to the Answer filed by my former employer, a law firm, in a discrimination case. For anyone who has been through this process, what advice would you give for writing an effective rebuttal? Also, does anyone know of a cheap way to access LexisNexis for legal research?
(I reside in nys)

I submitted my EO complaint in May 2026 for Employer on Protected Veteran Medical discrimination, retaliation and Reprisal. The Horrible EO Rep Took Vaca for 2weeks ghosted me then 40days later said, JAG Decided my case not suitable as I am a contractor, yet I will get a letter to file for a Formal Complaint Review or dismissal. My Chief Complaint is on ym Fed Supervisor who Falsified my Evaluations to get me Terminated. OIG, and unemployment conducted Their Investigation and found I was in Good Standing no performance Related issue and Was actually promoted twice in the last yr. at this Point Im not sure what to so Seems EO is Dragging their shoes Since I am a Contractor. also OIG Mediator sucks and was offered a 2wk Severance when my Demand letter clearly Demands Preservation rights, Loss wages and Worsened Medical Trauma Caused. Any tips ? All Lawyers in TX are trash of course..at will state and they do not wanna fight againt the Fed Gov.

Does anyone know any employment lawyers that would listen or consider taking on a possible retaliation case? Sprinkled with a little bit of racial discrimination, and a lot of inconsistent policy enforcement among employees? Thank you let me know.

I'm trying to figure out whether I should consult an employment attorney about a recent layoff. I've changed a few nonessential details for anonymity, but the general timeline and circumstances are accurate.

I'm in Georgia and was laid off from the small company that I worked for well over 5+ years. I recently returned from maternity leave after having my first baby.

Before I went on leave, I had a full client workload. While I was out, some of my accounts were reassigned to more junior employees to give them opportunities to lead accounts. One client/project ended while I was out, which we knew was going to happen. When I returned, I had WAY fewer accounts than I had before leave, although I was still working on several clients and was also added to a new project.

One of the larger clients I returned to was having business/retention issues, and the business ultimately lost that client (which was one of the biggest clients, it was a big loss). They started reevaluating whether or not to keep my company on while I was out on maternity leave. When I returned, the team I was on was already almost done with the presentation to keep the biz. I wasn't involved at all.

About 2.5 months after I returned from maternity leave, I was laid off.

In the termination meeting, they told me that the company had lost a significant amount of business and that the layoff was not because of my performance or anything I had done. They specifically described it as a business/workload reduction.

The employment agreement I signed when I started includes a termination provision, confidentiality provisions, and client/employee nonsolicitation provisions. The termination paperwork also contains a non-disparagement provision. I have not signed the separation paperwork yet. They are giving me 4 weeks of severance, which I'm not sure is worth signing it? I wasn't paid well to begin with.

The thing I'm struggling with is the timing. I was laid off only about five months after having my baby and returning from maternity leave. Given the timing and the changes to my workload while I was out, I'm wondering whether there are enough facts here that I should have an employment attorney review it.

Does this sound like something worth taking to an employment attorney, or does it sound like a pretty standard legitimate reduction-in-force situation?

Is four weeks of severance typical in this type of situation? I'm thinking I should fight for more? Something like a week or two for every year served?

Should I avoid signing the separation paperwork until an attorney reviews it?

Basically I'm just wondering whether there are enough potential red flags here to justify paying for a consultation with an employment attorney.

Thanks!!!

Will delete post afterwards because I'm just ruminating.

My case is in investigation phase but I've been thinking about it for the past few months and haven't added any new evidence because it's so cut and dry. It's just about me getting fired for going to the restroom. Although what makes it not simple is possibly my visible accent (actually speech impediment) that has implied to my coworkers, managers, and HR that I might be 'from another country' (I never left the US, born here) because I was never given a good reason as to why I was getting monitored more closely than other employees. Added too, that whenever I want to see HR, my manager takes me to another room and interrogate me before I get to see HR.

It's pretty humiliating. I'm not sure what else to add to the portal. I had alarm bells ringing off in my head about the restroom thing so I've been tracking all the times that I left my station, but that's all the evidence I have. My employer is trying hard to get the EEOC to believe that I wander off a lot.

I don't want to bother my investigator. I don't know how complicated or simple the problem is. I just read a lot of people's posts on here about having paperwork, emails and continued correspondence with HR and various bodies and I'm over here like, the managers don't even treat me like a normal worker. They're not even willing to talk to me like one.

There have been other minorities who've gone to the EEOC about my workplace but I'm the only person who probably sense something off with the restroom break ordeal and started documenting my times.

The short version of this story: got fired for going to the restroom. It's EEOC related but I don't have a lot of paperwork because I think it's too simple, but I'm worried I need more emails or letters or something.