US EEOC

1. US EEOC Charge Filing Process

2. What is Illegal Discrimination? • Race • Color • Religion • Gender • National origin • Age (over the age of 40) • Disability • Genetics • Retaliation for opposing discrimination or participating in complaint process 2

3. How to File a Charge of Employment Discrimination • You may file at one of the 53 EEOC field offices closest to where you live (www.eeoc.gov) • Or, you may file a charge at a Fair Employment Practice Agency (FEPA) in your area • Or, by mail • Free!! 3

4. Who Can You File Against? • Private Employers • State or local governments • Employment agencies • Labor unions • Federal agencies (utilizes a different complaint process) • Must have requisite number of employees 4

5. When Do I have to File? • For most of the statutes the EEOC enforces, you must file a charge within 180 days from the date of the alleged harm. This number is extended to 300 days if a state or local law prohibits discrimination on the same basis (age requires state only) 5

6. Filing • In person • Check with office to verify office hours and intake procedures • If you need special assistance, like an interpreter, let us know ahead of time and we will make the necessary arrangements • On line • We do not accept charges online, but you can use our online assessment tool 6

7. Filing • By mail • Your name, address, and telephone number • Employer’s name, address and telephone number • Short description of events • Dates of events • The reason you believe you were discriminated against • SIGNATURE 7

8. Filing • By phone • We do not take charges by phone, but we do answer a lot of questions. Call us 1-800-669-4000. TTY 1-800-669-6820 8

9. What to Know • Know the sequence of events • Know what records or witnesses may be of assistance • Know why you are filing • Know mediation • Know what happens next 9

10. Thank-you 10

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12. www.edi.cornell.edu Filing a employment discrimination charge under the ADA: an examination of EEOC and FEPA charges and outcomes Sarah von Schrader Susanne Bruyère DBTAC SW Webcast January 7, 2009 12 Advancing the World of Work

13. Presentation Overview Results from a study of disability-related employment discrimination charges investigated by FEPAs and the EEOC including: Trends in EEOC and FEPA charges from 1993 to 2006 Trends in outcomes at EEOC and FEPA offices over time Implications for employers, applicants and employees with disabilities, and legal and disability advocacy organizations who represent them 3

14. About Cornell EEOC Charge Data Project • The research described in this presentation is part of a larger study entitled Using the U.S. Equal Employment Opportunity Commission (EEOC) Employment Discrimination Charge Data System for Research and Dissemination Purposes, funded by the U.S. Department of Education National Institute on Disability and Rehabilitation Research to Cornell University for a three-year Field-Initiated Research Project (Grant No. H133G040265). 4

15. About Cornell EEOC Charge Data Project • Data Source - Equal Employment Opportunity Commission (EEOC) Integrated Mission System • Melissa Bjelland and Susanne Bruyère have obtained Intergovernmental Personnel Act (IPA) positions at the EEOC, which have afforded them access to the EEOC’s computerized data system which includes detailed information on every charge the EEOC receives, as well as those which are dually-filed with local or state Fair Employment Practice Agency (FEPAs). • The statistics reported in these materials are derived from data files obtained under this agreement from the U.S. Equal Employment Opportunity Commission. The findings and their interpretation do not necessarily represent the policy of the Department of Education or the U.S. Equal Employment Opportunity Commission, and you should not assume endorsement by the Federal Government (Edgar, 75.620 (b)). Summaries of data are based on our aggregations and do not represent the EEOC's official aggregation of the data. 5

16. Making a charge of employment discrimination… • Individual who believes they have discriminated against on the basis of their disability can file a charge with either a FEPA or EEOC office. • Typically, the charge is dually-filed with both agencies as long as both agencies have jurisdiction. • Work-share agreements control whether the FEPA or EEOC will conduct the investigation. 6

17. The percent of charges closed with a FEPA office (as opposed to an EEOC office) varies by both year and state. 7

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21. How do outcomes differ between charges closed at EEOC and FEPA offices? 11

22. Previous research has shown differences in outcomes of charges investigated by FEPAs and the EEOC Looking at charge data prior to 1998: • Charges closed at FEPAs had a greater rate of benefit for the charging party (23.3%) than charges closed by the EEOC (11.5%). • However, among charges resulting in beneficial outcomes, the EEOC-handled charges had a greater rate of monetary benefit than FEPA charges. (Moss, Ullman, Johnsen, Starrett, and Burris, 1999) We looked at these outcomes using more recent data. 12

23. Phases and Outcomes at Each Phase of the Charge Process Adapted from Figure 1 presented in: Moss, K., Burris, S., Ullman, M., Johnsen, M. & Swanson, J. (2001). Unfunded Mandate: An Empirical Study of the Implementation of the Americans with Disabilities Act by the Equal Employment Opportunity Commission. Kansas Law Review, Inc., November, 2001. Page 29. 13

24. A beneficial outcome brings direct benefits to the charging party at closure. Withdrawal with benefits is typically an informal agreement reached between the charging party (CP) and the employer prior to the EEOC/FEPA investigation A settlement is a formal written agreement that resolves a charge before the EEOC/FEPA determines whether there is merit to the claim. A conciliation is a formal written agreement between the CP and employer after reasonable cause has been determined by the EEOC or FEPA. Non-beneficial closures include unsuccessful conciliations, no cause determination and administrative closures. 14

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26. Outcomes of ADA closed charges at EEOC and FEPA offices 16

27. The EEOC Mediation Program Fully implemented in April 1999 Process that allows charging party and employer to discuss concerns and ways to address those concerns with the assistance of an impartial mediator. Charges are referred to the mediation program soon after being filed and typically prior to investigation. (Although mediation can be requested at any stage of the process). 17

28. The EEOC Mediation Program: 2000-2006 18

29. EEOC Mediation Resolutions 2000-2006 • 66.1% (11,908 out of 18,007) of mediations resulted in a resolution. • Of the 11,908 resolutions: • 26.1% were withdrawn with benefits • 71.6% were settled with benefits • 2.2% CP withdrew -- no benefits 19

30. Outcomes of ADA closed charges at EEOC and FEPA offices 20

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32. Percent of ADA charges that received various types of benefits 22

33. Outcomes of Mediation Process 2000-2006: • Of the 21,284 EEOC charges that resulted in a beneficial outcome for the charging party, 11,640 – or 54.7% -- came to this resolution through the mediation process. • Of the 11,556 mediation resolutions with benefit type data: • 87.7% received a monetary benefit (median benefit of $8000) • 49.6% received a non-monetary benefit 23

34. Implications • Individuals with disabilities filing a disability discrimination claim and disability and legal advocates representing them should be aware that mediation may be a most desirable approach in resolving a workplace accommodation or disability discrimination related concern. • Employers should encourage an informal interaction process to resolve disputes, and also become familiar with local mediation resources. 24

35. Susanne Bruyèresmb23@cornell.eduSarah von Schradersv282@cornell.eduEmployment and Disability InstituteCornell UniversitySchool of Industrial and Labor Relations201 ILR Extension BuildingIthaca, New York 14853t. 607.254.8088tty. 607.255.2891f. 607.255.2763www.edi.cornell.edu 25