EEOC Attorneys in Florida, Georgia and Arizona
Spire Law defends businesses against EEOC claims
Florida, Georgia and Arizona employees frequently make claims with the Equal Employment Opportunity Commission (EEOC) regarding discrimination and harassment at local businesses. In fact in 2018 there were roughly 80,000 EEOC claims in the USA. The EEOC handles discrimination, retaliation, and harassment claims related to Title VII of the Civil Rights Act of 1964, the Equal Pay Act, and other federal laws. Spire Law's Florida, Georgia and Arizona EEOC attorneys are experienced in responding to these EEOC claims and guide business owners through this process.
When to hire an EEOC attorney
If you're an employer worried about discrimination lawsuits, know that an employee must file a Charge of Discrimination with the EEOC before they can file a job discrimination lawsuit against your business. If an EEOC charge is filed, it is not a case of the government accusing you of discrimination. It only means the employee believes they were discriminated against. The EEOC must now investigate the matter to determine if there is “reasonable cause” to believe that the discrimination actually occurred.
Once a charge is filed, we generally advise businesses to retain an experienced EEOC attorney. The EEOC may ask you to provide a statement of position. This is your chance to present the facts that you choose. This is where an EEOC attorney can add tremendous value.
In a small fraction of EEOC claims, the EEOC's Office of the General Counsel will file a lawsuit seeking compensation for the alleged victims of discrimination and to ensure legal compliance with EEOC covered laws. The EEOC has the authority to sue nongovernmental employers for violations of Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), and the Genetic Information Nondiscrimination Act (GINA). The EEOC's suit authority under the Age Discrimination in Employment Act (ADEA) and the Equal Pay Act (EPA) includes state and local governmental employers as well as private employers.
More commonly, if the EEOC finds reasonable cause, the individuals who filed the claim will bring the lasuit using their own plaintiffs attorney. Generally, if the person filing the claim has already retained a lawyer, and you believe theyre extremely likely to file a lawsuit once the EEOC makes its determination, you might reconsider submitting a statement of position. There are many nuances that change this decision so it is critical to discuss with an EEOC defense attorney right away.