What Employers Can Expect After a Discrimination Complaint

I’m attorney Reed Bloodworth, managing partner
of Bloodworth Law in Orlando, Florida. We handle employment litigation across the
state for businesses and individuals. Today I’m going to walk you through what
employers can expect after a discrimination complaint. If you’re watching this video, you’re
probably already in crisis mode looking for answers. So let’s look at some typical situations. First, you’re going to call an attorney
like me about the looming disaster, which is the discrimination complaint. Next, where was the discrimination complaint
filed by the employee? Was it filed with the EEOC — which is the
Equal Employment Opportunity Commission? Was it filed internally with HR at your company? Or was it filed through a state or county
organization like the Florida Commission on Human Rights? In any case, the process is generally going
to be the same. The process is also very similar for employers
whether it’s a discrimination complaint or if it’s a harassment complaint filed. We’ll use the EEOC as the example. The EEOC enforces federal laws that make discrimination
illegal against job applicants or employees due to:
• Disability • National origin
• Religion • Age
• Genetic information • Race
• Color • Sex
• Gender identity • Sexual orientation
• Pregnancy The entire process involved in a discrimination
complaint can last for a couple of months or as long as several years depending on:
—How enthusiastic is the agency about pursuing it? —How big of a case is it? —How complicated is it? —How strong is the case? —The individual personalities and initiative
of the investigator assigned. Let’s take a look at the next steps: The employee files a complaint and you’ll
hire an attorney to answer the complaint. The EEOC will get your statement and interview
witnesses. The EEOC may request additional documents
from you. The EEOC will send your statement to your
employee. The EEOC may move forward with the case against
your company. Or, if the EEOC doesn’t move forward, the
employee may instead bring a private lawsuit. The worst case scenario is when you call us
and tell us that you don’t have discrimination or a harassment policy or that you don’t
know what it is. Be prepared. Talk with an attorney to get your employee
policies updated. Again, I’m attorney Reed Bloodworth, managing
partner of Bloodworth Law in Florida. Let’s talk about how Bloodworth Law can
help you or your business.


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