r/EEOC

I’m not sure where I check the status of my filing. I went to the EEOC public portal, created an account, and then when I click on the ‘My Inquiries/Charges/Cases’ it states the following:

You have not yet submitted an Inquiry for a Private Sector case, or a request for Hearing, or an Appeal for a Federal Sector case.

I’ve already had my intake in January, submitted my rebuttal, and have my EEOC number but I’m not sure what to do from here.

I always thought the contingency fee was all inclusive. But i noticed an attorney contract says 40% plus expenses. Is this normal?

For those that got attorneys, how was the fee structured and how much did you have to pay?

Do you think the attorney was worth it?

How many of you have case with direct evidence filed with EEOC? I'm wondering how long investigation took for your cases.

Cases with direct evidence would be like "We are terminating you because you are over 40", "You are not getting promoted because you are a male", "Your contract will not be renewed because of your disability" etc. Harm directly tied to your protected class. And have evidence in hand in writing.

Thank you.

I filed an EEOC complaint last year, and I'm having my initial hearing later this month. What should I expect for it? I had a remote work RA, approved with evidence from a doctor. It was reviewed by the VA last summer, and the evidence used to approve the remote work was used to cancel it, and approve in office accommodations. I had it reviewed multiple times and the same result came up. They claimed they didn't cancel the RA, rather they offered in office settings that 'address' my limitations. My position can be completed remotely. They have not stated any undue hardship. Only justification I was provided was a policy memo last June that dictated all RAs be reviewed. From my research, I have a solid case, but don't want to think that at all because of the anxiety this is causing. Any advice on it?

I need advice. I’m about to file a pro se Federal discrimination lawsuit against a major financial institution.
The EEOC gave me a right to sue but couldn’t take it. I wasn’t clear enough in the intake. They are busy and spread thin. No Law Firms want it because they are pursuing other types of employment law at the present time.
I promise you I have a case. I just have difficulty with the organization and communication of the whole thing.
Anyway,
I’m doing it. My deadline is July 15.
I have all the forms and tried desperately to have Ai fill them as I have a hand condition that well, hurts.
Ai just messed up the forms. It made them wonky. Attorneys? I wish I could pay that fee but I’m on SSDI. This was a denial of reasonable accommodation and then retaliation for NO response to several requests for clarification. No active process.
Do I need to do it all by hand?
Any suggestions?
Thank you. So much.
Please don’t be ugly. I have to work as the economy made it impossible to live on social security. I had a great career that was cut short. I have to keep trying. I just have no choice. I’m 55 if that matters.

I still might sign the agreement on the 13th, but would still proceed with the EEOC intake as I opened a ER (Employee Relation) case since in a documented meeting with manager was told I was released due to financial reason, I used Cisco's own AI Circuit to prove that I was cheaper to keep than another engineer on the account, HR came back and stated Oh, not cost saving but use of SaC software, again I came back with I'm 3rd on my team of 21 in utilization and customer implementation, after HR said the would investigate I got an email they decided to close the case but would not provide me with the details in the case. This was also public sector and FAA customer believes they broke contract terms for onsite engineer. This is more of an FYI... not really looking for negative bot comments.

I filed an EEOC claim in 2023, and I still haven't heard anything. Online still say investigating. No consequence for the comapny or the manager.

Im trying to file against almost for discrimination, plus other issues, while working there. I’m so annoyed with trying to get ahold of them. It’s been over a month and all I have is an inquiry number. I couldn’t get through to get an intake. I recently got an email saying they’ll call me before my deadline, but something tells me not to hold my breath. How do you get ahold of them? This is insane.

Hi, I'm gonna try to make this as descriptive but short as I can. This is in Missouri. I am female, my boyfriend is male. Backstory: Per handbook and most people knowledge at the company (Hubbell Power Systems) I worked for. You have 6 attendance points. BUT "apparently" before your 90 days, there is 3 attendance points. It is not in the handbook, nor on boarding paperwork, and no one spoke of it, I checked all of my paperwork plus the whole handbook this "rule" NOWHERE to be found. Only the *apparently* after 90 day point system which is 6 points (days). Me and my boyfriend both worked there, he's still hired, but I was fired. He was hired 2 weeks before I was and he didn't even know this unspoken/unwritten rule. Trust me my boyfriend is relevant to the story. But to be clear: I am fully aware Missouri is an at will state. I understand I can be fired for no reason or ANY reason and its completely legal, I completely understand that.

Me and my boyfriend both missed the same amount of points IN OUR 90 DAYS. 3 days. Two of mine was doctor excused, one of his was. But regardless, you still get pointed with or without a doctors excuse. HR said this policy is across the board with all employees. BUT here's the kicker. I was fired. He was not, due to her hit his 90 days a week after his last absence. But HR "didn't catch it in time" (admitted on voice recording because I recorded the termination conversation between me and HR) with my supervisor approval for my leave via text messages because he had my doctors note and per the handbook, the supervisor is in charge of their own firing when it comes to attendance points. He said I was perfectly fine, I have the whole conversation screenshotted and still in my messages.

Again me and my boyfriend had the same amount of points. 3 which is "allegedly" termination within 90 days. He got to keep his job plus a promotion, and I got fired and I was less than 2 weeks away from my 90. As previously mentioned, HR's excuse for him was, he's after his 90 now so there's nothing we can do, though again, he had 3 points before he hit 90 days per this unspoken unwritten rule. But they caught me, allegedly and not even a week after I was fired he was promoted.

Now, I'm not 100% sure what I'm doing, I'm a young adult listening to the adulter adults than me, but everyone I've spoken to about this says its discrimination. A man and a woman, who did the exact same thing, bit only the woman gets terminated while the man gets to keep his job and get a promotion. I've spoken with lawyers and the few I've spoken to says there is enough red flags to point towards discrimination but they cant take a hard to prove case right now. I've applied for a interview for the EEOC of St. Louis as directed by the lawyers I've spoken to but honestly not sure what to do, the free consultation lawyer is spoke to technically did give me a free consultation, but purely over the phone and obviously I couldn't show my evidence I have saved, like the recording or the text messages, and all my on boarding paperwork/handbook to show this rule does not exist and for other ones, (which was most) require $500+ for a consultation. Which I dont have. If only someone would let me show my evidence and the whole story, I just would like to know do I have a real shot or am I just uneducated on the law and I'm wrong. Which is completely possible and who can help me if I actually have a case.

Another point: My mother brought up an excellent point to me though, this is where the potential retaliation comes in. At this same company, my mom worked there 20 years ago. She was in a work place accident that left her permanently disabled for the rest of her life. She sued obviously and won, but in the same lawsuit, the company also go sued by my mom and her lawyers for discrimination because how she got so badly injured was because they didn't provide the correct PPO for her because she is so small. My mom is a rail thin, 5'2 woman. She's always been small even when she was still "healthy". HR'S reasoning then was "she's too small and we can't order child sizes". All of this information is second hand in my eyes, I was 4 at the time it happened so I do not personally remember it. But its been told to me by my mother and father, and its also on casenet. But how it could be retaliation, is they knew my mom worked there 20 years ago and I'm sure they remembered the whole thing, I mean it was a huge lawsuit that they lost. When I was hired and they did ask if I had any relatives that has worked for Hubbell (the company in question), and knowing she's my mom, I don't know if my background check would ping her name since she's my mother. So I didn't want to lie and not get hired neither, so I was honest about it. I told them my mother did, they asked her name, I told them. But they didn't seem too concerned about it at the time. So I thought I was good, throughout me working there. By supervisors and senior workers that remembered her, I've been asked about my mom but I didnt see it has confidential information. It was more like small talk questions, like how has she been? Did she ever recover? Etc. But my mom thinks potentially, they could've taken their "revenge" on me because of her. Could that be a possibility too? Again this "before 90 day 3 attendance point system" is NOWHERE to be found as it being a real rule, I've looked multiple times, every section just to see if either me or my boyfriend missed anything It is literally no where. The only attendance system thats mentioned is the "apparently" after 90 day point system which is 6 points (days).

I think this is most of everything, if anyone has more information or even a lawyer to talk to me or really anything to help it would be appreciated. I have screenshots, recordings, my on boarding paperwork, and my handbook. What can actually be done? Am I doing the right thing? Please help.

Throwaway for obvious reasons.

Help! This is a Federal EEOC case, no mixed case, no grievance and no MSPB involvement. I am *hypothetically* fighting a formal case as a previously separated employee with USPS, and I recently got a request for written testimony to support my claims.

I have about 9 days to finish this (I’ve been spending days doing research on what and what NOT to say, like using “I” statements etc). I have a non-attorney representative at the moment, and would prefer to wait out seeking legal counsel for when I receive my ROI, which isn’t due for another few months. I just glanced through my investigator’s 30-page request for affidavit (as well as affidavit for compensatory damages) and a lot of the questions are phrased very… well, sly. This is to be expected considering the agency gets to pick out the investigator.

Anyways, my question is for anyone that can give insight, preferably on a first-person basis (i.e. won a federal case and/or received a settlement offer) on the most effective way to pharse my answers?

Here’s an example question.

1. Did you have seniority over the employee that was selected for the position over you?

I have tons of comparative and direct evidence overall, but I don’t have answers for some of the questions, like the one above.

Would it be okay to plainly say “I am not sure”?

And is there a template of some sort I should follow to maximize my chances of proving discrimination for the evidence I do have?

Much Obliged!

Is it nuanced - aka political - if its a fortune 100 company?

I submitted the communication i received to EEOC - in the company's position statement they conveniently left out these 2 letters.

It should be noted this isnt the first time this company has not followed the law for disabled people, but its probable this is the first time they ever actually put it in writing....twice.

I filed an EEOC inquiry within the 300-day window. My questions:

1. Does the formal charge of discrimination also have to be filed within 300 days, or does the timely inquiry preserve my deadline even if the charge is signed later?
2. Can I postpone the interview with the EEOC investigator, or does delaying it put my deadline at risk?
3. Once the employer is notified of the charge, is there a real risk they'll fabricate or backdate documents to justify the termination — and how do people protect against that?

Any insight from people who've been through the EEOC process would be appreciated.

location: southern California

my attorney is very hard to reach (contingency). Whenever I want to speak, they tell me to send the information I have via email instead. Recently I learned the attorney didn’t even know I resigned even when it was provided in the emails.
We got a settlement offer that is pretty low to me especially if they’re getting like 45%. I would rather not go to court. I’m not sure if I can resubmit information and ask the attorney to take another look or if I should hire another attorney. If I hire another attorney I probably won’t get more than double. it’s just not worth it, but I feel like my attorney hasn’t really read into my case and there’s more money on the table.

On top of that, she discouraged me from filing with the EEOC or DOL. Even when there’s wage theft and retaliation involved. I’m not sure if that’s important.

I am still uploading documents into the portal and need to respond to the offer for mediation.

If mediation fails, can I continue uploading documents for the investigation? During the investigation?

I have a massive amount of evidence in emails. It’s overwhelming

So I currently live in Oklahoma City, Oklahoma and I worked for the housing authority out here and was wrongly terminated. Not to mention had fellow co-workers and supervisors harassing, threatening and making my job a living hell. After I was terminated I filed with the EEOC and an attorney from yes lawyer.com took my case on. Now we are at a point where they say they are no longer able to represent me because the judge issued a right to Sue letter and they told me I need to hire different attorneys now to pursue this case. I am so confused on what to do from here. Obviously I understand I need to hire attorneys but for one I don't know why they dropped me when I was issued a right to sue letter from the judge. And honestly, I'm a little confused on what that means exactly. Do I have a case? Is it worth fighting? And why did the EEOC drop it even though there's a right to Sue? If anybody has any good information or even some good attorneys that will work for no upfront charge until the case is done and a settlement is offered. Obviously when and if a settlement is offered. Any help would be greatly appreciated. Thank you all

Hey so this is a quick one and I have a lawyer so I'm not gonna say too much but my case was at a uni where I had a lot of evidence I was being targeted due to protected status, brought it to HR, suddenly my managers changed their tune until HR wasn't looking and then they went back to being nasty, they found some nonsense to fire me for which in just a few weeks of going to HR. Pretty clear cut discrimination/retaliation case.

My thing is this, though: I immediately contacted a lawyer when terminated and we filed in March... it's now July and they still have yet to put up even a position statement.

Lawyer told me there's a million reasons why they wouldn't respond and I'm sure there are, but I'm also still like completely stunned. My question for you all is like, has any one here dealt with their employer like full on completely ghosting the EEOC and do they have any stories that they can share with all identifiable characteristics taken out ofc?

Body:
Location: MD. Employed as a senior sales rep at a telecom company for about 16 months. Looking for input on what my strongest legal claims are before I consult an employment attorney.

Here are the facts as supported by evidence in my possession:

Parental Status / EEO
My director made unprompted comments on multiple occasions that I could not advance or hold certain positions because I have children and the role requires travel. I never raised my family as a workplace topic. These comments are documented in real-time written communications to HR.

Retaliation
In December 2025 I filed a formal harassment complaint against a colleague who threatened my professional reputation. That colleague is my director's son. Following the complaint: my director held a hostile meeting where he raised his voice and mocked my physical appearance and speech; threatened to retroactively audit only my activity logs ("don't worry about anyone else, this is just about you"); made a threatening statement to the entire company ("we cut the cancer out before and we'll do it again"); allocated zero coaching time to me over a two-month tracked period while giving 71% of his time to his son; and two commission underpayments followed within 30 days. I reported every incident in writing as it happened.

Wage Issues
Two separate commission underpayments within 30 days, totaling over $4,000. Both times my director stated in writing that no error occurred. Both times the CEO confirmed the error and paid me. The second time, my director was still saying no error occurred in writing after the CEO had already confirmed one and processed payment. Maryland Wage Payment and Collection Act relevant here?

Nepotism / Promotion
My director's son was promoted to the highest individual contributor role. An independent analysis of approximately 65 of my recorded sales calls vs. approximately 46 of his showed I scored 7.5/10 to his 5.5-6.0/10 across every measured category. I am currently outperforming him on the active production leaderboard. His channel attainment averaged 43% over 10 months vs. my 76%. No performance criteria were ever given to me in writing for advancement consideration. No documentation has been provided describing how the promotion decision was made or what safeguards existed given the direct family relationship.

HR Non-Response
HR confirmed receipt of each complaint as filed. HR confirmed in writing as of May 2026 that no formal investigation had been conducted into any of the matters raised to that point. The company's signed Non-Harassment and EEO policies both state that every report will be fully investigated and retaliation is prohibited grounds for termination

As crazy as it sounds, this is a wildly watered down version of everything, so happy to provide more context or details. Anecdotally, im 32, I've never in my career seen this level of incompetence. We don't even have a legal team. The director uses ChatGPT. That is not a joke nor an exaggeration.

I have corroborative evidence via email chains and chats for over 12 months now. I have two babies, I need help. I'm a career guy I have years of success, I got hit with layoffs like everyone else and had to take this dumb job.

I truly appreciate anyone's help.

I am a federal employee and in the middle of discovery and one deposition being taken my attorney withdrew. Now I’m scrambling trying to find another one ..

I have filed a motion myself for an extension .. I know I probably wouldn’t survive summary judgement and would be eaten up!!

If anyone knows any one worth checking out PLEASE post. I don’t want to make a drawn out post . Of course I have slot of emails and this is not going to be a High $$ case so law firms really are not interested

In in CA , AJ is in Minneapolis

I am currently going through an EEOC/Civil Rights Division investigation against my former employer for failure to accommodate and retaliation. I just submitted my rebuttal to the employer's Position Statement.

Because I am doing this *pro se* (unrepresented), it was my first time writing a formal legal document like this. Looking back on it, the tone of my rebuttal is definitely mad and emotional in parts. I was incredibly frustrated by the lies in their statement, and my language probably came across as very angry. In a few places, I also definitely tried to act like a lawyer, which probably sounds amateurish. I honestly just had no way of knowing exactly what the investigator wanted from me.

My main questions for anyone with experience in this process:

1. Are investigators trained to look past an emotional or angry tone? Will they throw out my case and find "no probable cause" just because my rebuttal wasn't perfectly professional?

2. Does the evidence speak for itself?*
   None of my points are hearsay. My rebuttal is backed up by hard evidence: texts, emails, screenshots, and even a video where my former manager admits on camera that he doesn't know the proper accommodation process and has never had the relevant training.

3. Why won't lawyers take this? I tried to find an employment attorney to help me draft the rebuttal, but none of them wanted to touch the case, even when I offered to show them this ironclad proof. Is this normal during the investigation phase?

Any insight from investigators, HR professionals, or employment lawyers would be greatly appreciated.