When an employee files a workplace discrimination complaint with the Equal Employment Opportunity Commission (EEOC), the case is assigned a priority. If a worker’s case is placed on the lowest-priority track, it is more likely to be closed before being investigated. This action denies the worker the benefit of probes, mediations, or other efforts to obtain justice. Even if a case has merit, it could be categorized as low priority if the employee is unable to provide enough evidence to prove the allegation. Unfortunately, valuable information is often under the control of the employer, not the employee.
Although the number of Americans in the workforce has grown by 50 percent in the last four decades, EEOC funding has remained essentially flat. The result is more cases filed per year without an increase in people or resources to handle them. In fact, there are 150 fewer people working at the EEOC today compared to a decade ago.
Congress continues to pressure the EEOC because of its growing backlog of unresolved discrimination cases. Out of all the cases closed by the EEOC in 2018, only 13 percent resulted in a settlement or other relief. When the EEOC closes an investigation without reaching settlement, it provides workers with a Notice of Right to Sue. Essentially, workers are left on their own to seek justice. Moreover, workers must sue within 90 days or they may be prevented from moving ahead with the lawsuit.
If you are facing job discrimination, you have the right to seek justice and relief. The Philadelphia employment discrimination lawyers at Sidney L. Gold & Associates, P.C. advocate for workers who wish to be gainfully employed without having their civil rights violated. We will respond promptly and give you a free assessment of your claim when you contact us online or call us at 215-569-1999. From our offices in Philadelphia and Pennsauken, New Jersey, we serve employees throughout: Bucks County, Chester County, Delaware County, Montgomery County, Wilkes-Barre, Scranton, and South Jersey.