Contact the experienced employment law attorneys at Maya Murphy, P.C. today at (203) 221-3100 or JMaya@Mayalaw.com.
The Equal Employment Opportunity Commission (EEOC), enforces, among other laws, Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. § 2000e et seq. (Title VII). Title VII prohibits employment discrimination – including hiring discrimination – based upon race, color, sex, religion, or national origin. As a requirement for suit, an employee will usually be required to bring their employment based discrimination and retaliation charges against the employer through the EEOC and obtain a right to sue.
When first contacting the EEOC, an employee is required to provide personal information including the employee’s name, address and telephone number, along with their date of birth and social security number. Such information obtained from individuals who contact the EEOC is confidential and will not be revealed to the employer until the individual files a charge of discrimination. This information provided will be used for record-keeping purposes and to determine EEOC eligibility to hear the complaint. EEOC employees are subject to strict confidentiality requirements by law.
Once an employee makes a charge against an employer, the individual’s name and basic information about the allegations of discrimination will be disclosed to the employer, as under the law, the EEOC is required to send a copy of the charge to the employer within ten (10) days of the filing date. During the course of the investigation, information about the charging party and the respondent will be kept confidential by the EEOC, and will not be disclosed to the public.
Often time an employee will wish to remain anonymous as a result of a number of reasons including embarrassment or fear of retaliation. However, when an employee files a charge, the employee must provide their name, which must appear on the charge, and the charge must be signed by the complaining employee. If an employee wishes to remain anonymous, the EEOC will accept a charge that is filed on behalf of someone else who has been the victim of discrimination. The charge can be filed by a person or an organization. In such cases, the EEOC usually does not inform the employer who the charge was filed on behalf of, but the employer is informed of the name of the person or organization who filed the charge.
If you are an employer or an employee and are seeking information regarding the EEOC process, contact the experienced employment law attorneys today at 203-221-3100, or by email at JMaya@mayalaw.com. We have the experience and knowledge you need at this critical juncture. We serve clients in both New York and Connecticut including New Canaan, Bridgeport, White Plains, and Darien.
Source: eeoc.gov
42 U.S.C. § 2000e et seq.
