At its core, the EEOC is dedicated to preventing and addressing discrimination based on race, age (40 or older), color, religion, sex (including pregnancy, conditions related to pregnancy, sexual orientation and gender identity), national origin, genetic information or disability. It covers a wide range of employment situations, including hiring, terminations, advancement, training, wages and benefits.
Filing a complaint with the EEOC, known as a charge of discrimination, is often an important first step for individuals who believe they have been unlawfully discriminated against in the workplace. If you ever need to file a claim, know that the process involves providing information about yourself, your employer and the details of how you were discriminated against. Filing a charge typically needs to occur within 180 days of the discriminatory act. In some cases, this period may extend to 300 days if the charge is also covered by state or local anti-discrimination laws.
In addition to unlawful discrimination and harassment, the EEOC also protects workers from illegal retaliation by employers for asserting their rights. This means if you file a charge, participate in an investigation, take legally protected leave, oppose discriminatory practices, etc. your employer cannot legally retaliate against you. And if they do, the EEOC may be in a position to help.
This isn’t to say that workers shouldn’t seek personalized legal guidance if they are discriminated against, harassed or retaliated against in unlawful ways. That effort remains important. But communicating with the EEOC about one’s circumstances is often a necessary part of seeking recourse, so it’s important to understand what this agency’s purpose is and how it works to exercise its duties.
]]>It’s strongly advisable for workers to stay off social media while their workplace discrimination claim is being resolved, for several compelling reasons. While it can be difficult to take a break from these communication platforms, in the end, it is far better to be safe than sorry.
Posts on social media are subject to interpretation. What might seem like an innocent post or comment can be taken out of context and used against you in your discrimination claim. For instance, a photo or post indicating a positive moment or a celebration could be misconstrued as a sign that you are not suffering from the emotional distress typically associated with discrimination cases.
Also, comments or discussions about your case on social media can compromise its integrity. Disclosing details about your claim, your legal strategy or communications with your lawyer can weaken your position and give the opposing side an advantage. It's, therefore, important to keep details of the case confidential and only discuss them in the appropriate legal settings.
Additionally, you’ll want to keep in mind that because workplace discrimination cases can be emotionally charged, engaging on social media during this time can lead to impulsive reactions or comments driven by the stress or frustration of the situation. Such actions can result in unintended negative consequences.
As you move forward, keep in mind that regardless of your privacy settings, social media platforms are public spaces, and anything shared can become accessible to your employers and their legal counsel. Even with strict privacy settings, there's always a risk of information being leaked or shared. Staying off social media can help to ensure that you're not unintentionally providing information that could be used to undermine your claim.
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