Reporting to the Equal Employment Opportunity Commission
The Equal Employment Opportunity (EEO) Commission is the federal agency tasked with enforcing employment discrimination laws. Both the EEO and it’s state/local counterpart, the Fair Employment Practices Agency (FEPA), are available to legally hold employers accountable for sexual harassment and retaliation in their workplaces. These offices are responsible for receiving and investigating complaints of discrimination, harassment, and retaliation filed by employees. They conduct thorough and impartial investigations to gather facts, interview involved parties and witnesses, and make determinations based on the evidence collected.
Here are a few points that you should know if you are debating whether or not to contact your local EEO Office.
When in Doubt, Reach Out
I highly recommend reaching out to an EEO/FEPA counselor for guidance at any time, but especially if you’re concerned that your issue isn’t going to be resolved by your employer. Counselors can provide information and guidance to employees about their rights and options under EEO laws and company policies. I, personally, decided to contact an EEO counselor after my supervisor began retaliating against me for reporting the sexual harassment I had been experiencing by my coworker, and it became aware that upper-level management was not going to address the situation.
Find an EEO Near You
You can look up the EEO field office that covers your zip code here. You can also simply call 1-800-669-4000 to discuss your situation and receive contact information for an EEO counselor near you.
Deadlines are important!
For federal employees, complaints of sexual harassment and retaliation must be brought to the attention of the EEO Counselor within 45 days of the incident, prior to filing a formal complaint of discrimination against the agency.
For non-federal employees, complaints of sexual harassment and retaliation must be filed within 180 days of the last incident, or within 300 days if there’s also a state or local agency that enforces a similar law.
In general, it is important to contact an EEO counselor as soon as you can. If you believe that the last incident may be beyond the deadline, I still recommend contacting the EEO counselor to discuss your situation.
Contact an Attorney! (LINK TO TOPIC 10)
Trust me — your sexual harassment concerns will be taken much more seriously if you have legal representation. From the very start, your EEO Counselor will ask if you have legal representation. In fact, the EEO Counselor will almost expect you to have legal representation. Your attorney will also be extremely helpful in negotiations, navigating the EEO complaint process, and keeping track of deadlines. For more information on this check out my blog titled “Hiring an Attorney.”
Prioritize Self-Care
The EEO complaint process may be long and arduous, especially if your employer isn’t cooperative with the EEO Counselor. You could be running this marathon for years, so it is critical that you be in touch with your support system and practice self-care.
If you find that your workplace situation isn’t sustainable, then resignation is always an option. If you are considering resignation, I recommend notifying your attorney and EEO counselor as soon as possible — the counselor may be able to resolve the issue by negotiating a change in projects, position, supervisors, and/or location with your employer. If the issue can’t be resolved, and you choose to resign, the EEO counselor can also negotiate other remedies, such as compensation for future lost wages. For more information on this, check out my blog titled “Resignation.”
If you are experiencing, sexual harassment, retaliation, or any other form of workplace discrimination, feel free to reach out to me at hello@kendallsimon.com for support and guidance.
***Disclaimer: These are merely my recommendations based on my personal experience. I am not legally responsible for any decisions made based on the information provided.***