Atlanta, Georgia EEOC Discrimination Attorneys
Under Title VII of the Civil Rights Act, as well as the Americans with Disabilities Act, employers can be held financially liable for acts of discrimination. The Equal Employment Opportunity Commission (EEOC) was created in order to respond to allegations of workplace discrimination. When the EEOC receives a complaint, they typically open an investigation and notify and employer that allegations have been registered against them. The employer then has 30 days to respond, and provide hiring and firing records, lists of promotions, the ethnic makeup of the workplace, and any other information requested by the EEOC.
At the Federal Law Group, our attorneys work closely with clients in discrimination lawsuits that have been certified by the EEOC. While the EEOC will conduct its own investigation, our office also interviews managers and supervisors, requests copies of company records, and reviews internal hiring and firing documents. In this way, we coordinate efforts between the EEOC and our clients in exposing discrimination on the part of employers.
If you have been denied a promotion or job opportunity due to discrimination, contact employment law attorneys at the Federal Law Group of Ann Marie Fitz today to schedule an appointment and discuss your case.
Acts of Discrimination
Our office counsels and represents clients in EEOC-certified investigations involving the following kinds of discrimination in the workplace:
- Age discrimination
- Race discrimination
- Gender discrimination
- Cancer discrimination
- Pregnancy discrimination
- Religious discrimination
Before Contacting the EEOC
Once you register a complaint with the EEOC, they are required to notify your employer that an investigation involving them has been opened. It is not beyond some employers to begin removing or destroying incriminating evidence once they are notified. Important emails could disappear, racially derogative memos or posted materials on kiosks could be removed, or personnel files purged. For this reason, it’s important to gather as much evidence as possible before you contact the EEOC. If you have phone messages, emails, employee reviews, or other materials that support your allegations, be sure to make copies of them or retain them for your own files.
Protecting Your Job
Retaliation is not unheard of in EEOC investigations. Employers may try to force or intimidate you out of your job. Our attorneys put employers on notice who create a hostile work environment or engage in harassment of our clients. We have successfully represented people who have been the target of religious discrimination and we are intimately familiar with EEOC investigations, arbitration, and what needs to be done to leverage our client’s interests when litigation is necessary.
To learn more about how we can help you, contact discrimination lawyers at the Federal Law Group.
