http://resources.lawinfo.com/en/Legal-FAQs/EEOC-Violations-and-Investigation/index.html LawInfo - Legal Resource Center offers free legal forms and free legal documents that is designed to help consumers and businesses resolve their legal issues http://resources.lawinfo.com/en/Legal-FAQs/EEOC-Violations-and-Investigation/Federal/how-will-i-know-if-a-charge-of-discrimination.html The EEOC will notify the employer within 10 days of receiving a charge. Notification normally includes a copy of the charge briefly identifying the charging party, the basis (e.g., race, religion, sex, etc.) and issue(s) (e.g., hiring, promotion, discharge, etc.) of the allegation, and the date(s) of the alleged discrimination. Ordinarily, a plain language explanation of the EEOC charge process will be included, as well as explanations of the employer`s obligation to retain records pertaining to the charge and of the non­retaliation provisions of the EEOC laws. An invitation to mediate the charge may also be included in the notification package. EEOC Violations & Investigation FAQs Tue, 29 May 2007 21:19:00 GMT http://resources.lawinfo.com/en/Legal-FAQs/EEOC-Violations-and-Investigation/Federal/what-can-i-expect-to-happen-in-an-eeoc-invest.html After a charge is filed, you may be asked to provide a statement of position responding to the allegations in the charge. You may also be asked to provide documents or information related to the subject of the EEOC`s investigation. Additionally, the EEOC may ask to visit your worksite or to interview some of your employees. Cooperation with EEOC requests for information is helpful to the EEOC in investigating charges. When an employer refuses to provide information, or does not do so in a reasonably timely manner, the EEOC may issue a subpoena. You may retain an attorney to represent you during the EEOC`s handling of the charge but you are not required to do so. EEOC Violations & Investigation FAQs Tue, 29 May 2007 21:19:00 GMT http://resources.lawinfo.com/en/Legal-FAQs/EEOC-Violations-and-Investigation/Federal/i-received-a-charge-from-the-eeoc-that-says-m.html While there are a few rare exceptions, ordinarily the charge must be filed by a member of the public who has contacted EEOC and alleged that a company has discriminated against him or her. The fact that the EEOC has taken a charge does not mean that the government is accusing you of discrimination. The charging party has alleged that your company has discriminated against him or her and it is the EEOC`s job to investigate the matter to determine whether there is reasonable cause to believe that discrimination has occurred. EEOC Violations & Investigation FAQs Tue, 29 May 2007 21:19:00 GMT http://resources.lawinfo.com/en/Legal-FAQs/EEOC-Violations-and-Investigation/Federal/if-an-employer-settled-a-discrimination-charg.html Most charges are dual­filed under both state and federal law. Regardless of which agency is processing the charge, both agencies have to close their respective case files. All that is happening in this instance is that the EEOC has accepted the state agency`s resolution and has closed its case. EEOC Violations & Investigation FAQs Tue, 29 May 2007 21:19:00 GMT http://resources.lawinfo.com/en/Legal-FAQs/EEOC-Violations-and-Investigation/Federal/how-can-an-employer-tell-if-a-charge-is-dual-.html The top of the charge form and the notice of charge form will usually indicate whether the charge has been filed with both the EEOC and a FEPA. If there is any doubt, ask the EEOC staff person handling the charge. EEOC Violations & Investigation FAQs Mon, 04 Jun 2007 21:51:22 GMT http://resources.lawinfo.com/en/Legal-FAQs/EEOC-Violations-and-Investigation/Federal/what-should-an-employer-do-if-they-get-the-sa.html If this occurs, the employer should bring the matter to the attention of both agencies and they should be able to resolve the issue. 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