Maryland EEOC Lawyer

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If you have a potential discrimination claim, you will likely be working closely with the Equal Opportunity Commission (EEOC) to resolve your problem. The EEOC is in charge of investigating claims involving violations of discrimination statutes as well as enforcing the provisions of those laws.

Our Maryland EEOC lawyers at the Spiggle Law Firm are proud to stand with federal and private sector employees who are victims of discrimination as they present their cases to the EEOC. We do our best to help employees like you resolve their disputes and stop discriminatory conduct as quickly as possible. Contact a skilled employment attorney right away to discuss your case.

Filing an EEOC Charge of Discrimination

Allegations involving violations of federal discrimination laws are typically originated by filing a Charge of Discrimination with the EEOC. These charges can be filed online. Although an attorney is not required to file a Charge of Discrimination, many employees can benefit from consulting with an attorney prior to initiating this process.

Individuals filing claims with the EEOC should be aware of the applicable deadlines. The general filing deadline is 180 days after the alleged discrimination occurred. If the claim is covered by state or local law in addition to federal law, this deadline is extended to 300 days. Failure to comply with these deadlines may result in the loss of the employee’s right to bring a claim.

What to Know About Suing in Federal Court

Most claims under certain federal statutes such as Title VII of the Civil Rights Act of 1964 and the Americans with Disability Act require a Notice of a Right to Sue from the EEOC before the matter can be pursued in federal court. As a Maryland EEOC lawyer knows, if a Notice of Right to Sue is issued or is not required, a lawsuit against an employer can be commenced in federal district court.

Investigating Discrimination Claims

The EEOC investigates violations of federal discrimination laws by employers who are covered under those laws. Most employers are covered under federal discrimination laws as long as they have the required number of employers (usually 15 or 20 depending on the statute).

Claims alleging discrimination on the basis of race, color, national origin, religion, disability, age, and sex are regularly investigated by the EEOC. During the investigation process, the EEOC may collect documentation supporting the incident or question witnesses.

Available Remedies for Discrimination

If the EEOC or the court determines that an employer has violated a discrimination statute, there are several remedies that are available to the employee. Remedies that are typically awarded to discrimination victims include:

  • Payment of back wages
  • Benefits
  • Promotion
  • Job reinstatement
  • Attorney’s fees

Of course, the remedies that are awarded will vary from case to case.

Mediation Dispute Resolution

The EEOC initially encourages mediation as a means of dispute resolution. If the employer and employee agree to mediation, a mediator will help them reach a settlement. The mediator acts as a neutral third party that provides suggestions as to how to settle disagreements.

While mediation will not be appropriate in all circumstances, if the employer and employee agree to mediation, it can make the dispute resolution process much less time consuming. Matters that are not taken to mediation or are not resolved in mediation often take close to a year to resolve. A Maryland EEOC lawyer can assist you with your discrimination case. We can help you with preliminary decisions prior to filing through the appeals process if necessary.