Washington D.C. EEOC Hearings
The Equal Employment Opportunity Commission (EEOC) is a government agency responsible for investigating violations of discrimination laws in the workplace. Although some matters that are brought to the attention of the EEOC are resolved through mediation or settlement agreements without necessitating a full hearing, EEOC hearings are quite common.
Although it is not a requirement, many employees decide to retain a lawyer to assist them through the hearing process. An experienced EEOC lawyer from the Spiggle Law Firm who is familiar with the Washington D.C. EEOC hearings process can help you adequately prepare for what is to come.
Legal Issues Subject to an EEOC Hearing
EEOC hearings primarily address cases involving violations of federal discrimination laws such as Title VII of the Civil Rights Act, the Age Discrimination in Employment Act (ADEA), the Equal Pay Act, and the Americans with Disabilities Act (ADA). Together, these statutes protect employees from workplace discrimination on the basis of race, color, national origin, sex, religion, disability, and age.
Before an EEOC hearing can occur, a complaint must be filed. Claims can conveniently be filed online. The time limit for filing claims is typically 180 calendar days after the alleged incident of discrimination. After a complaint is filed, the EEOC will investigate the allegations. Following the conclusion of the investigation, an EEOC hearing can be requested by either of the parties.
Hearing Procedure in Washington D.C.
When an employee files a hearing request with the EEOC, the process is similar to what a trial would be like in the court system. Once a hearing request is filed with the EEOC, an administrative judge will be assigned to the case. This judge presides over EEOC hearings and make decisions based on the evidence presented by the parties. Administrative judges are attorneys who are familiar with the federal laws that are enforced by the EEOC. Unlike in court, there are no juries involved with the EEOC hearing process. Instead, all decisions are made independently by the administrative judge.
All relevant information relating to the discriminatory behavior should be gathered in preparation for the EEOC hearing. Documents are usually submitted into evidence for the administrative judge to review. Witnesses may also testify with permission of the administrative judge. The burden of proof is always on the employee to prove the alleged discrimination against them. However, you do not have try to prove this alone, an attorney can represent you in Washington D.C. EEOC hearings.
Appealing a Decision
The administrative judge usually issues their written opinion within a few months after the hearing. Parties who disagree with the administrative judge’s decision in an EEOC hearing have a chance to appeal that decision. An appeal may be handled through the EEOC’s administrative appeals process or alternatively in federal court.
Learn More About EEOC Hearings in Washington D.C. from an Attorney
Washington D.C. EEOC hearings do not have to be stressful. If you would like to learn more about how working with one of a dedicated lawyer at the Spiggle Law Firm, please click here for an online consultation. We can work with you to fight for a positive resolution to your claim.