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Be specific. State that you are an equal opportunity employer and list the protected characteristics your employment practices respect, as well as the specific processes your EEO statement applies to, such as recruitment, termination, promotion, and training. Align the statement with your DEI policy.
If EEOC determines there is reasonable cause to believe discrimination has occurred, both parties will be issued a Letter of Determination stating that there is reason to believe that discrimination occurred and inviting the parties to join the agency in seeking to resolve the charge through an informal process known ...
The letter of determination offers you an opportunity for conciliation (a specific form of EEOC mediation). If you refuse to enter the mediation or it does not result in a settlement, then the EEOC will issue a Notice of the Right to Sue.
Your brand's positioning statement should be concise and to the point. Aim for no more than three to five sentences, if possible.
The position statement should clearly explain the Respondent's version of the facts and identify the specific documents and witnesses supporting its position. A well drafted position statement can help EEOC accelerate the investigation and limit requests for additional information.
If the EEOC determines that there is reasonable cause to believe that discrimination occurred, a written determination and invitation to enter into conciliation discussions are issued to the parties. If conciliation efforts are not successful, the EEOC and/or the charging party may bring suit.
An effective position statement is clear, concise, complete and responsive. A position statement that simply denies the allegations without providing your position or supporting information is not sufficient.
A position statement states one side of a viewpoint with the rationale to the viewpoint in a clear manner. It states the topic in a concise way and also has a conclusion.