Responding to an EEOC Complaint

Answer:

As an experienced Delaware County Employment Attorneys, clients come to me all the time with questions about how to prepare for a response to an Equal Employment Opportunity Commission (EEOC) complaint.

Typically, when a client approaches me and with a former employee or a current employee who has filed a claim with the EEOC, the first step that the employer is concerned with is preparing a response to the complaint or the claim.

Unless the employer has a robust human resources department, I would advise them to obtain an attorney because responding to the EEOC complaint is like responding to a legal complaint in the Court of Common Pleas or another similar venue. There are certain items that you want to make sure you cover. There are factual allegations in the EEOC complaint that you need to respond to, and you need to do that in a comprehensive manner.

If there is some additional information that you think is relevant or will help the EEOC reach a faster determination through its investigation, you need to make sure that you include it. There is also the opportunity to provide relevant documentation to aid the EEOC in its investigation.

It might be beneficial to you, if you don’t have a robust HR department, to hire an attorney to guide you through the process of what you should disclose and what you might want to hold “closer to the chest,” in the event it might be misconstrued and prejudice you at a later point.

This educational blog was brought to you by experienced Employment Lawyer Paul Fellman. Our law firm proudly represents clients throughout Delaware County, as well as Pennsylvania, the greater Philadelphia area, and New Jersey.

If you have any questions about responding to an EEOC complaint, please contact our Delaware County Employment Attorneys for a free case evaluation. Let our skills work for you.