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If the conduct you are being subjected to is based only on your age/race/SEX/disability/national origin/religion or they are now retaliating against you because you complained about sexual harassment or hostile
work environment based on sex or religion, then your first step is you must go to the EEOC
, as they have to investigate and grant you a right to sue letter in order to go to court. This is part of the federal court requirement that you exhaust all of your administrative remedies before proceeding to court.
You do not need an attorney to file your complaint with the EEOC, you can do so without an attorney. Once the EEOC issues a right to sue letter, you have 90 days from that letter to file suit and at that point you need an attorney. So once you file your complaint, while the EEOC is investigating, then you need to look for a local attorney to represent you when the right to sue letter is issued.
There is a 300 day statute of limitations to file your claim from the date of the last incident of harassment/discrimination
, so time limits in these cases are short.
Under WA law, workers may request to inspect their personnel files at least once per year. Upon request by the worker, a business must make the personnel file available within a reasonable period of time. The worker can make copies of anything in their file. The law does not prevent an employer from charging a reasonable fee for copying records from the file. As far as submitting a rebuttal to anything in the file, there is no WA RCW that mandates the employer accept the rebuttal and include it in the file. The employee may write a rebuttal and ask for it to be considered and included in the file, but the decision to do so is at the employer's discretion unless there is some employee or union contract providing this as a contractual right.