Practice Areas Washington, D.C. Employment Law Washington, D.C. EEOC

Washington, D.C. EEOC Attorney

Assert Your Legal Rights with the Help of an Experienced Attorney

If your employer has violated your legal rights, holding your employer accountable may involve filing a claim with the U.S. Equal Employment Opportunity Commission (EEOC). The EEOC handles most types of federal discrimination complaints against employers in the private sector, including complaints under Title VII of the Civil Rights Act of 1964 (Title VII). We help current and former employees file all types of discrimination claims with the EEOC. If you have a claim, a Washington, D.C. EEOC attorney at our law firm can get to work on your case right away.

We also handle discrimination cases outside the EEOC’s complaint process. When you need to take legal action, it is critical to make informed decisions based on your individual circumstances. Our attorneys can explain everything you need to know, and no matter what it takes, we can fight for the outcome you deserve.

The EEOC’s Role in Protecting Private-Sector Employees’ Rights

The EEOC provides a forum for private-sector employees to pursue discrimination claims without needing to prove their legal rights at trial. When employees (or former employees) file claims with the EEOC, their employers are required to respond—and, if they don’t, they can be held liable based on the allegations put forward.

Along with Title VII, the EEOC also handles federal employment discrimination cases under the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), the Pregnancy Discrimination Act (PDA), the Genetic Information Nondiscrimination Act (GINA), and the Equal Pay Act (EPA). With the exception of claims under the EPA, employees (and former employees) are required to go to the EEOC before they have the right to go to court.

Filing a Charge of Discrimination with the EEOC

When employees (and former employees) need to pursue claims with the EEOC, the process starts with filing a “Charge of Discrimination.” If you have experienced discrimination in the workplace, here is an overview of what you need to know about filing a Charge of Discrimination against your employer:

Grounds to File a Charge of Discrimination

While the EEOC handles cases involving employment discrimination allegations under federal law, federal law does not prohibit discrimination based on all personal characteristics. The District of Columbia Human Rights Act (DCHRA) protects many employees who are not protected under the federal laws listed above, and as a result, employees in Washington, D.C. will need to file their discrimination claims under the DCHRA in some cases. The grounds to file a Charge of Discrimination with the EEOC include discrimination on the basis of:

• Age (40 or older)
• Color
• Disability
• Genetic information
• National origin
• Pregnancy
• Race
• Religion
• Sex
• Sexual orientation
• Transgender status

The EEOC also handles sexual harassment cases, as sexual harassment is considered a form of sex-based discrimination under Title VII. If you believe that you have grounds to file a Charge of Discrimination with the EEOC, you should discuss your next steps with an experienced Washington D.C. EEOC attorney as soon as possible.

What to Expect (and What to Do) After You File a Charge

Once you file a Charge of Discrimination with the EEOC, a series of events will unfold that require your participation and informed decision-making. Our attorneys guide our clients step-by-step through the process, working with the EEOC and communicating with their employer on their behalf at every step.

One of the first decisions you will need to make is whether to pursue mediation. Mediation is a voluntary process focused on achieving an amicable resolution without the need for further formal legal action. If it makes sense to pursue mediation in your case, our attorneys will target a favorable resolution on your behalf, and we will help you make an informed decision if your employer makes an offer to resolve your complaint.

If resolving your complaint through mediation is not in your best interests (or if your employer refuses to participate), the EEOC will conduct an investigation, and the outcome of this investigation will determine its next steps. If the EEOC finds that your employer violated your legal rights, it will attempt to facilitate a voluntary settlement. If the EEOC finds that your employer has not violated your legal rights, it will decline to take further action. In either case, if a fair settlement is not on the table, you will retain the ability to seek accountability in court if necessary.

Potential Remedies in EEOC Cases

When you file a Charge of Discrimination with the EEOC, it is up to you to decide what remedies you want to seek. While the specific remedies that are available depend on the specific federal law that your employer violated, the potential remedies that are generally available in EEOC cases include:

• Reinstatement, placement, or other job-related action
• Back pay and other monetary remedies
• Attorneys’ fees and court costs

In EEOC cases, employers can also be forced to stop engaging in discriminatory practices and to take steps to prevent future discrimination. Whether you want to retain (or restore) your job or you are ready to move on to a new opportunity, our attorneys will provide custom-tailored legal representation focused on what is best for you.

How a Washington D.C. EEOC Attorney at Our Law Firm Can Help

If you are a victim of discrimination in the workplace, there are several ways our attorneys can help you. When you choose to work with a Washington D.C. EEOC attorney at our law firm, your attorney will:

• Provide a comprehensive assessment of your legal rights
• Help you make an informed decision about whether (and how) to take legal action
• Help you decide what remedies to seek in your employment discrimination case
• Take appropriate legal action on your behalf
• Negotiate a favorable settlement if possible and fight for justice in court if necessary

We handle all types of discrimination cases for employees in all occupations and against employers of all sizes. Regardless of your individual circumstances, we have the team, capabilities and resources needed to seek justice on your behalf.

What if You Aren’t Eligible to File a Charge with the EEOC?

As we said above, while the EEOC handles cases involving many forms of discrimination, it does not handle all forms. Additionally, Title VII and most other federal anti-discrimination laws only apply to employers with 15 or more employees.

So, what if you aren’t eligible to file a Charge of Discrimination with the EEOC?

If you aren’t eligible to file a charge with the EEOC, you may have a variety of other options available. Depending on the circumstances of your case, these could include filing a complaint with the District of Columbia Office of Human Rights (DCOHR) or going directly to court, among others.

FAQs: Filing a Claim with the EEOC in Washington, D.C.

How Long Do I Have to File a Charge of Discrimination with the EEOC?

As the EEOC explains, “[i]n general, you need to file a charge within 180 calendar days from the day the discrimination took place.” However, as the EEOC also explains, this 180-day deadline is extended to 300 calendar days if a state or local agency enforces a law that prohibits employment discrimination on the same basis.” Thus, employees in Washington, D.C. will have 300 days to file a Charge of Discrimination with the EEOC in most cases.

With that said, if you have a discrimination claim against your employer, you should not wait any longer than necessary to take legal action. To help maximize your chances of securing a favorable outcome, you should speak with a Washington D.C. EEOC attorney about your legal rights as soon as possible.

Will the EEOC Sue My Employer on My Behalf?

The EEOC sues employers on behalf of employees in some (but not all) cases. After investigating your complaint, the EEOC will decide whether to file a lawsuit. If the EEOC does not file a lawsuit, you will have the ability to take your case to court directly.

Do I Need an Attorney to File a Discrimination Complaint with the EEOC?

You are not required to hire an attorney to file a Charge of Discrimination with the EEOC on your behalf. With that said, we strongly recommend hiring an experienced attorney for several reasons. Not only is the EEOC complaint process complex, but the outcome of your case matters immensely. As a result, you owe it to yourself to ensure that you are making informed decisions and asserting your legal rights by all means available.

Talk to a Washington D.C. EEOC Attorney at The Law Firm of J.W. Stafford

If you need to know more about the EEOC complaint process or the other options that are available for asserting your legal rights as a current or former employee in Washington, D.C., we encourage you to contact us promptly. Call 410-514-6099 or contact us confidentially online to schedule an appointment with an experienced Washington D.C. EEOC attorney today.