EEAD Do It Yourself EEO E-Guide
Who should get this e-guide:
1) if you have already filed a charge of discrimination with the EEOC
2) if you plan to file a charge of discrimination with the EEOC
3) if you want to learn about the EEOC process
4) if you plan to file a complaint with your Human Resource Department
EEAD offers a user-friendly E-Guide that offers advice on how to fight employment discrimination and how to hold the EEOC responsible for their actions. The E-Guide includes 16 do-it-yourself letters that will assist charging parties in filing a charge of employment discrimination.
The time has come to pull back the curtain and reveal the wizard. All too often, we see lawyers write books that try to turn you into overnight lawyers. The problem with that is you probably did not attend law school. The initial burden falls on you in proving a case of discrimination. Our E-Guide can help lift your burdens. Proving workplace discrimination is the point of filing a complaint with your HR Department or with the United States Equal Employment Opportunity Commission, but regrettably, you will find yourself struggling to prove it ever happened.
To prove your case, your job should not be to “fight” your employer or the EEOC, but only to prove what you have experienced.
It’s not that simple, however. It’s a hideous, long, drawn-out process. If you want to prove discrimination, you must have at least a minimal understanding of the types of anti-discrimination laws enforced by the EEOC. Most importantly, one must understand the EEOC processes. We know you did not go to law school, nor are you interested in changing careers to get justice. That is what the EEOC is for – to fight and prove workplace discrimination on your behalf! Your hard-earned tax dollars have paid for this service. You are keeping the doors of EEOC open. When Congress enacted the 1964 Civil Rights Act, it considered this policy against discrimination to be of this nation’s highest priority.
This is where the Equal Employment Anti-Discrimination steps in. Our sole priority is that you know how to make the EEOC prove or disprove a charge of discrimination filed on your behalf. We have all learned that if you know someone “inside the system”, it is easier to get what you want. Let this E-Guide be your inside edge. Our E-guide includes 16 sample letters and a step-by-step checklist that are sure to get the attention of investigators, compliance managers, district directors, area directors, and regional attorneys of the EEOC. These do-it-yourself sample letters are any employer’s worst nightmare because they empower you to guide your EEOC investigator into the areas where they should be looking in order to find the discrimination you are complaining about. Our E-Guide even gives you an example of a Request-for-Information. EEAD has found that most investigators do not have the time to put together a RFI so why not do one for them? It’s easy and it will greatly increase the chances of proving discrimination. It also includes a sample letter, which is required to be issued to all charging parties when a charge of discrimination has occurred in a FEPA (Fair Employment Practice Agency’s) jurisdiction. We have also included an example letter that charging parties will receive, which is a notification required in a FEPA’s jurisdiction.
The EEOC’s Internal Process
We wrote this E-Guide so that you can eventually be confident that you have handed an attorney an EEOC investigative file that they will be hard-pressed to turn away, even with a no-cause-finding determination. We have seen it done time and time again. Don’t let it happen to you. We have seen books written by people who will tell you of a quick-fix deal in fighting employment discrimination. There is NO SUCH THING. Best-case situation: you even get to keep your job, if you do this right. We have given you everything you need and more in this E-Guide.
EEOC’s “internal” process has remained exclusive for too long. We hope to spread the word to everyone who truly desires to stop employment discrimination in its tracks. You will learn the secrets of protecting your EEOC complaint and feel more secure in protecting your civil rights in the workplace. This E-Guide will assist you in making sure that the EEOC has conducted a quality investigation of your case before you seek an attorney.
Priority Charge Handling Procedures
On June 13, 1995, the EEOC established the Priority Charge Handling Procedures (PCHP). The PCHP classifies charges into three categories. Category “A” establishes an enforcement plan for potential charges to be investigated. Category “B” includes charges requiring additional information. Category “C” charges are suitable for dismissal. Once charges are classified, the designation cannot be changed by anyone before that charge enters the mediation program. The EEOC has permitted its field offices to misuse the PCHP in dismissing thousands of charges filed by charging parties every year.
Most attorneys will not even touch your case if the EEOC dismisses your case without a reasonable cause determination finding. Therefore, you will need to know how to secure a reasonable cause finding determination from the EEOC to even get your case off the ground. You may be thinking right now, if I file a charge of discrimination, how can it be proven? Believe it or not, that is the easy part. You know the dynamics of your case, you know your witnesses and what they will or will not say, you even know what excuses your employer or potential employer will give to the EEOC. If not, our guideline will tell you how to find out. You don’t have to fight discrimination; you have to prove it happened.
Learn Valuable Inside Tips
We deal with people every day, just like you, who have had their cases dismissed and when we review these cases, we have discovered that investigators have engaged in misconduct which has affected the outcome of the cases. We have found that the EEOC, in a manner of speaking, has sat on these cases, done absolutely nothing, and dismissed the cases, issuing a Notice-of-Right-to-Sue, alleging they have conducted a “preliminary” investigation.
We’ll tell you why most attorneys do not take no-cause-determination cases: because in the past, when they have received a no-cause determination and a copy of the investigative file from the EEOC, the employer has failed to provide a position statement addressing the allegations; and the investigator has failed to contact and interview witnesses identified by you with knowledge of the discriminatory incidents. Thus, there is nothing worthwhile in the file for them to make use of to be able to help you with your case. Imagine the difference in how seriously your case would be taken, if you knew how to make the EEOC do its job, even if the EEOC dismissed your case without a reasonable-cause determination.
You won’t learn these “inside tips,” even if you go out and hire an attorney. Most do not know them. You will eventually need an attorney, especially if you don’t feel comfortable presenting information in court. The good news is you don’t have to have an attorney to file a charge of discrimination with the EEOC. In fact, attorneys will start their legal fees from the time you contact them until the case is over, if they decide your case has any merit. That’s why we are telling you, YOU must know the EEOC process. If there is anything worthwhile that you can learn from any of this, it is that most complaints of discrimination center on a great deal of merit.
The e-guide is provided for a small donation of $19.95. (NOTE AFTER YOU DONATE, PAYPAL WILL REDIRECT YOU TO THE PAGE TO DOWNLOAD THE EGUIDE. Contact us with any questions or issues you may have). We welcome your feedback. Please email us at info@eead.org with your comments about our e-guide.
Don’t Wait Another Minute!
Use our totally secure payment method through PAYPAL.
EEAD is a 501 (c) (3) charitable non profit organization. All donations made are tax deductible. EEAD Tax ID # 27-0780551
