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Responding to an EEOC Charge

Before an employee can sue an organization for violating anti-discrimination laws, he or she must file a charge with the Equal Employment Opportunity Commission (EEOC) or a similar state agency. The EEOC or state agency then notifies the employer of the charge and, in most cases, requests a formal, written response called a "position statement."

Many company leaders fail to realize just how important this statement is. Unless employers formulate a thorough, clear and consistent position, they may not be able to defend themselves successfully down the road.

Not only is a position statement an opportunity to explain why the complainant's allegations are false, it also serves as the first impression the employer will make with the EEOC—which can have lasting effects.

Read the rest of the article:
Bad Position Statements Can Sink an Employers' Defense
SHRM | Dec 2017

Effective Position Statements

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Law Firm Articles: Responding to an EEOC Charge

Your Employee Filed An EEOC Charge. Now What?
Obermayer | Aug 2019

How to Respond to an EEOC Charge
Alaniz and Associates | Feb 2019

Your Company Has Received An EEOC Charge – Now What?
Berman Fink Van Horn | Nov 2018

Responding to an EEOC Charge
Clouse Brown | Oct 2018

Related Reading

How to Conduct an Investigation
SHRM How-to-Guide

EEOC Has Begun Denying Employers' Requests For Extensions Of Time To Respond To Discrimination Charges
Proskauer | Aug 2019

#MeToo Has 'Significant Impact' on Harassment Filings
SHRM | Apr 2019

Prepare for EEOC Onsite Visits
SHRM | Sep 2018

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