A conciliation isn’t satisfactory, the EEOC may then

 

            A first step when handling a person’s discrimination charge is to first try to avoid a discrimination charge. Your establishment should train its employees on harassment and discrimination to avoid charges against the company. When a charge is filed against your company, the EEOC will then notify the establishment, in which the EEOC has the right to investigate if the charge is plausible. When notified, you should then ensure the correct people in the legal department are immediately informed. Being that the charge is a legal claim against your company, you should then ensure that you’re taking the necessary steps collect all relevant documents, files, e-mails, and etc., that relates to the discriminatory allegations in the charge.

The organization can then choose to resolve the charge through settlement or mediation, in which the dispute can collectively be resolved through the organization and the opposing party, if not the investigation can take about a good six months to be resolved.

We Will Write a Custom Essay Specifically
For You For Only $13.90/page!


order now

 

The process begins when someone files a claim with the EEOC, dealing with, race, color, religion, sex, age, and etc. The person violated or a member of the EEOC must then file the claim under oath and then in writing, within 300 days “(when there is a similar state law) or

180 days (where there is no similar state law)”. There is then a charge acceptance in which the EEOC accepts the charge and orally remits it to the state or local agency on behalf of the employee. There is then cause/no cause, if there isn’t a reasonable cause, the EEOC dismisses the charge, and issues the charging party a Notice of Right to Sue. The accuser then has 90 days to file their claim. Which leads to conciliation, if the EEOC does find cause, they then have 30 days to come up with a conciliation agreement, in which the EEOC conciliator will meet with the employee to issue a negotiating settlement. Then finally there’s the notice to sue, if the conciliation isn’t satisfactory, the EEOC may then bring a civil suit in a federal district court, or issue a Notice of Right to Sue to the person who filed the charge.

x

Hi!
I'm Mack!

Would you like to get a custom essay? How about receiving a customized one?

Check it out