Employment Law
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3/15/2018
Infolawyer, Lawyer
Category: Employment Law
Satisfied Customers: 63,008
Experience: Licensed attorney helping employers and employees.
VerifiedHello and welcome. I am working on your answer and will be right back!
Attorney Wendy, Lawyer
Category: Employment Law
Satisfied Customers: 1,198
Experience: Member at Keefer & Keefer LLC
VerifiedHello. My name is ***** ***** I am an attorney. I wanted to provide you some additional information about your pending EEOC charge. First, and as you may know, the EEOC charge is a required step prior to filing a lawsuit in court. When the EEOC does complete its investigation, one of two things will happen: (1) the EEOC will find cause or merit in the charge or claim, at which time it will offer to you and your employer the opportunity to try to resolve the issues; or (2) the EEOC will say it did not find sufficient information to support the charge but that that does not necessarily mean the charge is not valid, along with this type of response, you will be issued a Notice of Right to Sue. If under scenario (1) you or your employer do not want to try to resolve the dispute or resolution is not successful, you will also then get a Notice of Right to Sue. Finally, any time after 180-days since you filed your charge you can request a Notice of Right to Sue letter. If you get such a letter, please note you have just 90-days to file the appropriate lawsuit. If, as has been indicated here, the EEOC will be issuing a finding that your charge is supported, that letter is good to have should you end up suing and can impact how a lawsuit would proceed. I would continue to check the status, but at some point you may wish to consult with a local attorney to determine whether it is time to request the Right to Sue letter.
I hope this is helpful. If you need further assistance, please reply to this email. If I answered your question and provided excellent service, I would greatly appreciate your 5 star rating at this time.
Please note: This information is for educational purposes only and is not legal advice. No course of action is being proposed and no attorney-client relationship or privilege has been formed as a result of this conversation.
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DISCLAIMER: Answers from Experts on JustAnswer are not substitutes for the advice of an attorney. JustAnswer is a public forum and questions and responses are not private or confidential or protected by the attorney-client privilege. The Expert above is not your attorney, and the response above is not legal advice. You should not read this response to propose specific action or address specific circumstances, but only to give you a sense of general principles of law that might affect the situation you describe. Application of these general principles to particular circumstances must be done by a lawyer who has spoken with you in confidence, learned all relevant information, and explored various options. Before acting on these general principles, you should hire a lawyer licensed to practice law in the jurisdiction to which your question pertains.
The responses above are from individual Experts, not JustAnswer. The site and services are provided “as is”. To view the verified credential of an Expert, click on the “Verified” symbol in the Expert’s profile. This site is not for emergency questions which should be directed immediately by telephone or in-person to qualified professionals. Please carefully read the Terms of Service (last updated February 8, 2012).