Okay, listen. I know that we live in the good old state of Alabama, but the problem happening is that we're having so much racial tension and everything else. Well, even on the job, if you hire black, white, Hispanic, or whatever, you can file an EEOC charge against your employer because you're a whistleblower. Now, what if they fire you, despite your good actions? If you go and tell them, "Hey, I've been mistreated on the job," but they fire you and keep the person who did wrong, I think that makes a lot of folks upset. Because if you want to come forward and alert the right people that something is going on, but yet you're afraid you could lose your job, that's a big deal. Sure, I think you referenced the EEOC, which stands for the Equal Employment Opportunity Commission. The EEOC is the federal body in charge of taking complaints of things like racial discrimination. You can call the EEOC at your convenience to report an issue. However, the issue with race discrimination claims is that the EEOC needs solid evidence of racial discrimination to investigate. This could include racist comments or a pattern of one race being treated better than another. Most discrimination laws also have anti-retaliation provisions. This means that if you make a complaint, especially to the EEOC, you should be protected from retaliation. If you file a charge with the EEOC and face retaliation, you should follow up with the EEOC to make sure they are aware not only of the discrimination, but also of the retaliatory actions you have experienced, such as being fired or demoted, because of the complaint you made.
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How Do I File a Charge Of Discrimination? You can file a charge with EEOC by completing and submitting an online claim. You can also file a charge before an EEOC administrative law judge by filing the claim with a federal court in your place of work (which you can do at local district courts or the courthouse where the company is located). Furthermore, you can also file a case in federal court. The EEOC may charge you up to 16,000 per violation (6,000 per claim), or a whole year's pay for each claimed violation. An administrative judge decides whether to certify a case, which means it's the government's position on how much money has been violated (or if the amount charged is less than the amount a company can afford to pay). If the judge decides there is sufficient evidence to proceed, he or she will issue an order for you to provide evidence — which often includes financial and other records, witnesses (or any persons who have relevant information you can't find in the corporate records) and the like. You must follow the order, and then appeal to the EEOC's decision-making body. To learn more, you may want to read about the types of employment discrimination charges, which are different from the types of discrimination charges that the EEOC handles. The main difference is that an EEOC charge is filed by a person, an employee or job applicant, against an employer, union or labor organization; whereas a discrimination claim in a federal court is filed by a person or a group of people against a company or individual. The EEOC also has different types of charges: EEOC Charges for Specific Violations of the Americans with Disabilities Act What types of discrimination do the EEOC handle? The EEOC is charged with investigating charges of discrimination in connection with a person or group of people because they can't get or are denied employment because of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic characteristics.
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