Employment Law For Discrimination In Middlesex
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FAQ
EEOC's investigation of your complaint depends on the facts of the case, and the kinds of information we need to gather. In some cases, we visit the employer to hold interviews and gather documents. In other cases, we interview witnesses over the phone and ask for documents by mail.
No. When you file an EEOC job discrimination complaint or otherwise participate in an EEOC proceeding, you are protected against retaliation by any covered employer, even if the complaint involved a different company.
Ultimately, whether or not you should tell your employer about filing an EEOC complaint is a deeply personal decision, and one best made in consultation with an experienced employment lawyer. For those who need assistance from experienced employment attorneys, give our firm a call or engage with our chat.
Ignoring an EEOC complaint can lead to serious consequences, including potential lawsuits. Even if an employer thinks EEO laws don't apply to them, they may still be covered by other laws or regulations. It's always advisable to address complaints promptly and seek legal counsel.
The answer depends on your claims and willingness to pursue litigation. If your claims are strong and you are invested in the litigation process, it can be very “worth it” to feel you are standing up for accountability, getting compensation for your injuries, and incentivizing the company to change its ways.
It is illegal for employers of 5 or more employees to discriminate against job applicants and employees because of a protected category, or retaliate against them because they have asserted their rights under the law.
I've seen firsthand how these cases can vary widely in California. The average settlement for a disability discrimination case can range from around $25,000 to $500,000. Less complex cases often settle for about $100,000 or less, while more involved cases can exceed $1,000,000. But these are just ballpark figures.
There is no magic formula to figure out what your case is worth. And while every case is different, some factors come up in most cases. The amount of the employee's economic loss is always important to consider. The seriousness and severity of the employer's or harasser's conduct is always important as well.
Also, before suing for discrimination, you need to go through internal processes. You would need to file a complaint with the Human Resources department and ask for it to be resolved that way. If it's not resolved after they investigate and take action, then you could sue.
In cases of discrimination in the workplace, you can typically seek compensation for lost wages, emotional distress, and punitive damages. While there's no limit on lost wages, emotional distress and punitive damages are capped at $300,000 under laws like Title VII and the ADA.
