r/EEOC

I see this so often in my life. Why is it that employers simply think that removing someone from the schedule permanently is this end all cover all that protects them from being sued or having to deal with EEOC? It’s actually so funny.

To me removing someone from the schedule is the same thing as firing them I don’t care.

After roughly seven months of waiting, I finally received the position statement from my former employer. Here I am, on the edge of my seat, worried that they had some top secret evidence I didn't know about. Anxious about not just the lies, but how convincing they may appear.

I finally open the letter, notice that it was drafted by licensed counsel, and begin my descent into my insecurities... only to see that their opening statement... their opening paragraph... was just a personal jab at me.

Now I'm more eager than ever to prove myself.

Is it typical for the opposing counsel to make pot shots at the claimant? It seems unprofessional.

Edit:

Thanks for all the support!

Hello all. Currently a federal employee as an air traffic controller. Need advice or thoughts on my situation I will keep it brief.

I filed for reasonable accommodation-reassignment to a facility 10 miles away from me since my current medical status could not be maintained at current facility but could at the adjacent facility. This was in October of 2025 when I made the initial request.

December of 2025 I have to submit medical documentation which I do. FAA office of civil rights determines in March of 2026 that I have a disability. Now October of 2026 my decision maker informed me my reassignment has been approved and now a job search will be conducted for the next 60 days.

A couple of problems I should note. When I made the request last year, there were vacancies and spots available for my reassignment. Well over the course of a year those spots have been filled with various trainees and certifications. My concern is that the FAA will now try and say there are no vacancies available for my reassignment and not grant me that. But with a reasonable accommodation taking a year to fully process this feels like a huge violation.

Anyone have any knowledge on anything similar? There is not much reassignment discussion online so I don’t have many avenues to look all this up. I just don’t want to get screwed over and want to be the most informed I can possibly be.

I live in Duval County, Florida, and I’m looking for advice on whether my employer’s actions are legal and what options I may have.

I was hired by a major retail chain on September 4, 2026, as a cashier. Within a short time, management recognized me for my ability to learn quickly and my customer service skills.

On September 23, I was scheduled to work. Approximately 45 minutes before my shift, I crashed my e-bike and landed hard on my leg and knee. I sustained an injury with suspected meniscus and ligament damage. I was transported to the hospital by ambulance, placed in a knee immobilizer, and given crutches.

As soon as I arrived at the hospital, I called my employer and spoke with my hiring manager. I explained what had happened, that I was at the hospital getting my knee evaluated, and that I would not be able to make it to work that day. He asked me to keep him updated. Although I wasn’t able to reach him that evening, I spoke with him the following day, September 24.

I explained that I hoped to return for my September 25 shift but would need a chair so I could perform my cashier duties without standing for the entire shift.

My hiring manager initially responded, “Yes, one thousand percent you could sit to work.” He then asked me to hold while he spoke with the store manager. When he returned, he told me the store manager said I could not be allowed to sit while working.

He said I could still try to come in if I wanted to, but he also expressed concern about me potentially hurting myself further.

The next day, I called and spoke directly with the store manager. I explained that I was on crutches with my knee immobilized and could not stand for an entire shift, but I emphasized that I could perform my job duties if I were allowed to sit.

The store manager told me he was taking me off the schedule and that I should call back when I was ready to return to work.

I had to wait until October 7 to see my primary care provider and obtain medical documentation requesting an accommodation. I then sent that documentation to my hiring manager by text.

I have since been placed back on the schedule, but my hours have been reduced to approximately one-quarter of what I was receiving before my injury.

I understand that I am a relatively new employee, and I realize there may be details about company policy or scheduling that I don’t know. However, I am concerned that I was removed from the schedule after requesting a seemingly straightforward accommodation for a temporary medical limitation, and that my hours were drastically reduced after I provided medical documentation.

My questions are:

1. Under the ADA, could allowing a cashier to sit while working qualify as a reasonable accommodation for a temporary knee injury?
2. Was my employer allowed to remove me from the schedule rather than consider whether I could perform my job with an accommodation?
3. Could the substantial reduction in my hours after I submitted medical documentation potentially be considered disability discrimination or retaliation?
4. Does it matter that I had been employed for less than a month when I was injured?
5. What steps should I take now to protect myself? Should I contact the EEOC, the Florida Commission on Human Relations, or an employment attorney?

I want to be clear that I am willing and able to work within my medical limitations. I am not asking to be paid for time I cannot work. I simply want the opportunity to perform my job safely with an accommodation that would allow me to do my work while recovering.

I would appreciate advice from anyone familiar with Florida employment law, disability accommodations, or similar experiences. Thank you!

I am an Indiana resident who worked in Michigan. The Underlying injury file falls within a sovereign tribal jurisdiction located in MI. I am seeking quick guidance regarding a Legal Malpractice/ Workers Compensationmatter. If Malpractice is not salvageable then the Workers Comp case is. I’ve been told this by many attorneys however they either don't have the time or do not practice in that area. I've been searching the Michigan State Bar Association for help. My retained attorney accepted my multi-injury file on contingency in 2020, performed zero legal actions for 49 consecutive months, and instructed me via voicemail to quit my position while I was incapacitated and continued telling me he was waiting or working on something, its been 6 years now. The insurance carrier recently admitted in writing that they possess zero certified mail tracking receipts for the claim closure, meaning the underlying track remains structurally open due to a service defect, they started ignoring me and no longer return my email or phone calls after weeks of direct contact, I worked really hard to get all the legal information needed for this case. As I mentioned, I have reached out to many attorneys and I don't understand why I can't find the help I need, especially since I dug up everything needed. I have a case however I've yet to find someone to help me. I have been at this since June 2026, I am actively fighting to protect my family before my discovery window closes on December 19th. Reviewing counsel would be able to immediately verify that my file is fully active and protected against any defense motions to dismiss under Michigan statutory parameters. The Standard Accrual Barrier (MCL § 600.5838(1)): Because "Attorney" final recorded action or email contact with the insurer occurred on September 6, 2024, the standard 2-year limitation deadline tracks to September 6, 2026. The 6-Month Discovery Window (MCL § 600.5838(2)): The Complainant discovered the complete absence of tribal court filings upon contacting the clerk on June 19, 2026. Under Michigan's discovery exception, a malpractice action is timely if filed within 6 months of this discovery, setting an unassailable filing deadline of December 19, 2026. Fraudulent Concealment Tolling (MCL § 600.5855): Because the October 25, 2022 email and February 8, 2024 text logs document explicit, written misrepresentations that the file was actively being litigated behind the scenes—directly contradicted by the insurer's empty system logs—the Complainant holds the material proof of active deception required to toll the general statute and extend the filing window to June 19, 2028. The most common response I get is "We have multiple trials coming up that need "Attorney" attention and or We would not be able to give your case the attention it needs". In regard to Workers’ Compensation, I believe once Tribal is seen many steer away and automatically say no. To clarify you don't need to be a tribal member or have specialized native law experience for this file. although it helps, The "excluded name" Band Tribal Court has a very simple process where any licensed Michigan attorney can join their tribal bar just by filling out a one-page application form with the Tribal Court Clerk, I have retained this information myself. Once that is filed, it is a standard administrative workers' comp track where you file a Notice of Appearance to force the insurer to address these notice defects and calculate my past-due benefits.

Who can help me? I explained what I could and hopefully I didn't break any rules. I have my complete 28-attachment digital proof stack fully compiled, indexed, and ready for someone to take the chance and help me.

If this happens to be the wrong area to ask for help please redirect me.

Thank you for your time and any professional insight you can share.

My case is filed in Federal court. We're in discovery. Am I supposed to know what my attorneys are asking the other side?

I feel defeated and exhausted and we are not even finished with the questions.

Discovery felt like "intake questions" about me like they should have asked me before taking on my case. I was truthful. I even sent my earnings recorded with the IRS.

I'm worried the focus could shift away from the central issue on my case. It "feels" like my attorneys might undervalue my case (maybe, I don't know).

What's the goal with discovery?

I'm getting ready to file a federal employment discrimination lawsuit, and I'm hoping to hear from people who have been through something similar. i've already gone through the EEOC process and received my Notice of Right to Sue. I've spent a considerable amount of time reviewing documents, researching the law, and preparing my complaint. My case involves disability-related employment issues, the circumstances surrounding the end of my employment, and concerns about the explanations my former employer provided during the EEOC investigation. I believe I have legitimate grounds to pursue this, but I also know that believing you have a case and successfully litigating one are two very different things. I haven't been able to secure legal representation, so I'm preparing to file on my own rather than risk missing my deadline.

I have a few questions:

1. Has anyone filed a federal employment discrimination lawsuit pro se and successfully obtained an attorney afterward?
2. Are there employment attorneys who will review an already-filed complaint and consider taking over on contingency?
3. What are some common mistakes people make when initially filing in federal court?
4. For those who have dealt with the EEOC process, how important were discrepancies between the employer's statements and the available documentation?
5. If you've been through federal employment litigation, what do you wish someone had told you before you started?

I'm not looking for anyone to promise me I'll win. I'm looking for realistic advice, personal experiences, and suggestions for finding representation. I'm intentionally keeping certain details private because this involves potential litigation.

Any genuine advice would be greatly appreciated.

I am changing lawyers as my current firm seem to be incompetent and is just trying to get a lowball settlement.

I believe I will have to go through litigation and have found one that I feel will actually take action.

Any thoughts?

I was on an approved telework RA since 2023. Always approved, no big deal. Enter 2025 RTO EO….its been a damn nightmare!!! I have a large EEO case with multiple amendments because the retaliation just won’t quit. Well I have now received all 1,229 pages of my ROI. So I have 2 questions for everyone
1-Do I file an FAD or go pro se and request a hearing?
2-I have a new amendment I tried to get added before the ROI was done but it didn’t get added so now do I create a new EEO complaint or???? How do I get it added to my complaint?
Looking for helpful opinions for these questions NOT “call a lawyer” I don’t have $10K for a retainer right now.
TIA for your input

Hi, so I was not hired for a job because I am disabled. I don’t want to force them to hire me, but I would like to file a complaint.

What happened: I was interviewing for a job and after being told they wanted to hire me, but before getting a formal offer letter, I disclosed needing disability accommodations. They then said I needed to go through the interactive process to determine if I was qualified for the job, before getting an offer. (I should note that logically, my disability wouldn’t prevent me from doing this job and I was already doing a similar job at another organization. But I didn’t argue with the process.)

The accommodations person was slow to communicate and after I submitted the documentation they asked for, ultimately ghosted me without my accommodations getting approved or denied; soon after they ghosted me, my status in the portal changed from “interviewing” to “not selected.”

All of this was in writing, including the informal offer. To me, this is clear discrimination; either they intentionally put me off and ghosted me, or mentioning disability triggered a policy that led to me getting lost in bureaucracy.

I obviously don’t want to work at this organization now and want to forget all about it, but first I want to file a complaint.

Does this seem worth it? How much work is it and what are the consequences for the employer? Also, would this require me to engage with these people when I don’t really want to interact with them anymore?

My rebuttal to my employer's position statement was due last Thursday. (i submitted weeks ago)
This Thursday, I was sent a RTS letter with no determination of what happened.
I have 90 days to sue but wtf was this??!
I filed my charge in May, waited 4 months for former employer's to position statement, then within a month of them finally responding the case is closed with no decision?
I haven't had a single conversation with aaaany investigator since the day I had my intake interview and the charge was filed...

So, I was working for a pretty big company.

I worked my whole pregnancy, went on maternity leave and returned with an approved accommodation request. When said accom. expired I submitted a new one based one my limitation, it was pending, while in the process of obtaining additional documents they requested I was terminated. Did not win appeal or investigation I requested. I believe I’m at grounds to sue but unsure.

I reach out to HR because they never gave me a direct answer as to WHY my documents uploaded with my accommodation request wasn’t sufficient enough when it clearly states what it needs to. They informed me that the case manager was looking at a prior request, so I asked her what documentation she had seen I uploaded my to my case and she said it was the one I sent in with the request.. so it was a mistake on THEIR part, if that didn’t happen. I would not be here.

It’s just a position to them that can be filled in minutes; but to us.. it’s our livelihood, how we feed our families and keep them safe. It’s unfortunate to see companies not give a damn about their employees.

Anyways, it just baffles me I worked all of my pregnancy, put in OVER TIME (80 hrs a week) during holiday seasons and never had a issue with what they fired me over, nor did they take that into consideration.

They say I violated their policy when they didn’t account the fact I should have been protected under the ada and pwfa. I had a C-section, my fourth. We get cut open 7 layers. So for me I’ve been cut in the SAME spot 28 times, stitched and sown back together and it’s ridiculous they do not give grace or protect the very people who brings everyone in this world.. woman. I am very upset. This has caused extreme hardship for myself and my family and I’m at a dead end. Sure there are thousands of jobs out here but nothing like having a schedule that aligns perfectly with mom life and responsibilities. To say the least I am hurt by this situation; I put so much blood, sweat, and tears into this job.

A bunch of people are telling me I need to file a claim with the EEOC, but I am not sure how to do any of this as it would be my first time.

I don't even know where to start this, so here goes nothing.

I spent nearly five years working for a state agency. I was bullied from the first week by my supervisors and colleagues. I was belittled in front of people, called an idiot on speakerphone, and put in an 8x4 storage closet for "punishment." I was called gay by coworkers, and a supervisor told me I resembled someone who would be arrested for child pornography. I told HR several times. Nothing happened, so I filed a federal discrimination complaint.

Filing that complaint changed nothing. They never cut me off from the people I'd reported. The harassment continued. I was diagnosed with depression in 2023, and in 2024 I was diagnosed with major depression and anxiety. My therapist recorded that the diagnosis was from that work environment.

After I reported another incident in December 2025, they put me on “mandatory leave.” They put me in a room with two investigators who had no medical credentials and asked me if I was gay and demanded my entire medical record. Then they wrote a letter saying that I said things that I never said. The leave was unpaid. My health insurance was dropped without warning. Then came months of contradictory letters and impossible deadlines, and they canned me in March 2026.

Since then:

My unemployment was denied, and I found out later that my former employer claimed I had an illness or physical disability and thats why I could not work.

A lawyer I trusted let my right-to-sue deadline expire and then dropped me.

I have written to the Governor, my legislators, the Attorney General, and virtually every oversight office in the state. Mostly I’ve heard “not our jurisdiction” or nothing.

I still have a complaint with the EEOC. One lawyer is talking with me next week to see if they will take the case on contingency.

I can't afford my depression meds, my blood pressure meds, or a doctor without insurance. I have debts for therapy I had when I thought I was still covered, among other things.

The legal battle is exhausting, but that’s not the hard part. The worst part is waking up every day knowing the people that did this still have their jobs, while I’m the one that lost everything.” It is having to relive the worst years of my life every time I write another letter and feel like I am shouting into a void.

I was building something on the side around one idea. If you keep getting back up, you've won. I believe that, too. But some days all I have in me is to get back up, and I don't know how much longer I can do this alone.

I really don’t know what else to do. What part of this is fair? How can people like us struggle every single day, while the people who did this never once have to face what they did? Sorry for dumping all this. I'm just down tonight, tired of carrying all this weight.

I wanted to seek advice from anyone who has had success securing an employment attorney. I live in a small/midsized city but no one will work with me unless I get fired. Since I am unable to retain an attorney, should I just file my own EEOC charge? I have a brief summary of what’s going on below, apologies in advance since I’m trying to retain some anonymity and also please let me know if you have questions to help guide me to the best course of action. Sending out love and light, TYIA!

I’ve been trying to return to work after my accident, but my doctor gave me temporary restrictions, including only working up to four hours a day for now. Most of my actual accounting work is electronic, and my main job is entering deposits, which can usually be done in about three to four hours.
Instead of finding a temporary way for me to work, work has kept me on unpaid leave while the accommodation process drags on. They’ve also sent letters warning that I could be recommended for termination if I don’t return without restrictions or if the accommodation process isn’t finished by their deadline.
What’s frustrating is that I’ve been cooperating, sending medical information, explaining what my job actually involves, and suggesting multiple options—remote work, a modified schedule, different equipment, or even reassignment to another available job if needed. At one point work confirmed that nothing else was needed from me or my doctor, but I was still left out of work without pay.
I’ve also had concerns about how work handled an earlier accommodation. A manager told me my existing accommodation could be taken away if I didn’t sign into a separate employee benefit program, and that same manager later signed the termination-warning letters.
I’m now wanting to prepare an EEOC charge so they can look at whether work properly handled the accommodation process, whether it really evaluated ways for me to keep working, and whether any of the later threats or treatment were connected to my earlier accommodation complaints.

I speak with a lot of people who seem to have strong cases, but they have such a passive, defeatist, and submissive attitude, that they get angry when you tell them they might prevail in court. Most people think that corporations can get away with anything. This can't be further from the truth and it is our duty to hold them accountable when they violate our rights.

I have a couple ex coworkers that provided me with pretty damning evidence (email screenshots and meeting recordings) that significantly helped my case.

I’m wondering what are the chances my ex employer will demand to know who provided me with that evidence during settlement negotiations? Possibly as a condition of the settlement? Is that a thing?

I assume they could get this information during discovery. But if it doesn’t make it that far I’m just curious.
I obviously want to project these peoples identities as they are still employed there.