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EEOC Lawyer

Nashville EEOC attorney Curt Masker represents employees before the Equal Employment Opportunity Commission. If you are experiencing discrimination or harassment in the workplace, it is very important to understand that filing an EEOC complaint (a “charge of discrimination”) is much more complex than you might realize.

Speaking with an experienced employment attorney at this early stage is crucial to ensuring you avoid unintentionally harming your legal interests. What facts to state, what boxes to check, what legal entities to list, what dates to specify – these and many more factors have the potential to undermine your legal claims if your case ends up in court.

Nashville employment lawyer Curt Masker recommends employees consult with an experienced lawyer before filing a charge since your words and actions during the EEOC process can legally harm you. Also, in Middle Tennessee, the wait time for an employee to be interviewed by the EEOC before filing a charge is 2-3 months. If your lawyer files the charge for you, there is no wait.

The Masker Firm accepts representation in many cases on a contingency fee basis and does not charge extra to represent you during the EEOC process. In other words, it costs you nothing to ensure your legal interests are protected. Your employer has a team of lawyers representing its interests at the EEOC – you need to protect yourself by hiring an attorney and leveling the playing field.

Overview of the EEOC

The EEOC is a federal governmental agency that enforces federal anti-discrimination laws. It is tasked with investigating charges of discrimination, making determinations of whether or not discrimination occurred, and, in a limited number of cases, filing suit on behalf of employees. The EEOC enforces laws that protect employees from discrimination, harassment, or retaliation based on the following protected categories:

  • Race
  • Color
  • Religion
  • Sex
  • Pregnancy
  • Sexual Orientation and Gender Identity
  • National origin
  • Disability
  • Genetic Information
Criteria for Filing an EEOC Charge

Before filing an EEOC charge, be aware of the following prerequisites:

  • Your employer must have at least 15 employees (20 employees for age claims)
  • You must file your claim(s) within 300 days of the discriminatory act(s). For federal employees, this deadline is only 45 days.
  • You are an employee, not an independent contractor
Steps in the EEOC Process

Below are the big picture steps involved in filing a charge with the EEOC. Keep in mind this represents a simplification of a lengthy and complex process.

  • Filing a Charge of Discrimination – You (or your attorney) will file a Charge of Discrimination with the EEOC.
  • Mediation – If both parties agree to mediation, your charge is assigned to a mediator. Mediation is an informal attempt to resolve your claims before the EEOC begins its investigation.
  • Investigation – If mediation is declined or unsuccessful, your Charge is transferred to the EEOC’s Enforcement division which investigates your claims.
    • Interview: At this stage, an agency investigator may request an informal interview with you to gather more facts and information about your claims. Your attorney will be present during the interview.
    • Position Statement: The EEOC investigator will then request that the employer respond to your claims. The employer’s written response is known as a Position Statement.
    • Rebuttal: After the Position Statement is filed, your lawyer has an opportunity to file a response (informally known as a “Rebuttal”). This response is entirely optional and may or may not be worthwhile in your case.
  • Determination – After the parties have filed their written submissions, and the agency has completed its investigation including interviewing witnesses and gathering relevant documents, the EEOC will issue its decision. This “determination” either finds “reasonable cause” that discrimination occurred or “no reasonable cause” based on the available evidence. About 95% of determinations are “no reasonable cause” findings in which the EEOC cannot establish that discrimination occurred.
  • Conciliation – In the rare cases that the EEOC finds “reasonable cause” that discrimination occurred, the next step is Conciliation, which is similar to mediation but the EEOC acts as a party to the action. “Reasonable cause” determinations occur in less than 5% of EEOC charges.
  • Right to Sue Letter – If “no reasonable cause” is found, then the EEOC will issue you a Notice of Rights (aka Right to Sue) letter, which your lawyer can attach to court filings to prove that you exhausted the required administrative procedures prior to filing suit.

It’s worth noting that after 180 days have passed since the filing of your charge, you can request the Right to Sue letter and bypass much of the EEOC process. This required length of time is reduced to 60 days for age claims and a Right to Sue letter is not required. Requesting the Right to Sue letter early occurs in cases where the attorney feels strongly in the legal merit of the claims and also believes the EEOC process will not provide valuable new information. Also, requesting the Right to Sue may be desirable when a Tennessee state law deadline (or statute of limitation) is approaching and the lawyer wishes to file federal and state claims at the same time.

Call a Nashville EEOC Attorney Today

The EEOC charge process is long, complex and you cannot afford to get it wrong. If you believe you have been subjected to unlawful workplace discrimination, harassment, or retaliation, contact an EEOC attorney today. Employment Attorney Curt Masker has significant experience filing claims with the EEOC and will fight for you throughout the process.

Client Reviews
★★★★★
Curt worked diligently and maintained excellent communication with my case. He made sure to keep us updated about any and everything. I highly recommend the Masker Firm. Would give more stars if possible. Jeffrey
★★★★★
Curt really came through for me when a previous employer had reported my job title and hire dates incorrectly, he got it corrected within 12 hours of speaking to him about it! I would recommend him for any of your legal needs as he is quite efficient! Renee
★★★★★
Curt was very responsive from the beginning. He made it a very easy process, and he provided excellent guidance in the review of my severance agreement. Due, in part, to Curt's thoughtful suggestions in regards to changing some key language in the agreement that would protect both me and my former employer, they agreed to the changes. To protect yourself during job transition, a review of a severance agreement is a smart thing to do, and Curt will do an excellent job on your behalf. Thomas
★★★★★
Curt handled a case for me and did an unbelievable job in getting a resolution and a great settlement. I would highly recommend him to anyone. Teena