Should I mediate my EEOC charge?

Should I mediate my EEOC charge?

EEOC mediators only mediate charges. They are precluded from performing any other functions related to the investigation or litigation of charges. Who should attend a mediation session? The charging party and a representative of the employer should attend the mediation session.

How does mediation work in an EEOC case?

The EEOC Mediation Unit reaches out to both parties and asks about their interest in mediation. Upon agreement, the EEOC schedules the mediation for a day that works for both parties. If mediation is declined by one of the parties, the complaint progresses to investigation.

How to negotiate an EEO discrimination settlement?

After a charge is filed, the EEOC will contact the parties to determine whether they agree to mediate. Alternatively, either party may request mediation from the EEOC. If the parties agree to this, a trained EEOC mediator — either an EEOC employee or a mediator with whom the EEOC contracts — will schedule a mediation.

When did the Equal Employment Opportunity Commission start mediation?

The Equal Employment Opportunity Commission (EEOC) created a mediation program in the early 1990’s that has since become one of the largest and most successful dispute resolution programs in the United States. EEOC mediation enables parties to settle a charge of discrimination without engaging in a lengthy investigation or going to court.

What are the remedies available to the EEOC?

Monetary remedies available under the laws enforced by the EEOC are as follows: Lost wages and prejudgment interest (all statutes). Liquidated/double damages (Title VII and ADA cases involving intentional discrimination). Punitive damages (Title VII and ADA cases in which the employer acts with reckless

The EEOC Mediation Unit reaches out to both parties and asks about their interest in mediation. Upon agreement, the EEOC schedules the mediation for a day that works for both parties. If mediation is declined by one of the parties, the complaint progresses to investigation.

The Equal Employment Opportunity Commission (EEOC) created a mediation program in the early 1990’s that has since become one of the largest and most successful dispute resolution programs in the United States. EEOC mediation enables parties to settle a charge of discrimination without engaging in a lengthy investigation or going to court.

What makes a charge not eligible for mediation?

The EEOC evaluates each charge to determine whether it is appropriate for mediation considering such factors as the nature of the case, the relationship of the parties, the size and complexity of the case, and the relief sought by the charging party. Charges that the EEOC has determined to be without merit are not eligible for mediation.

Monetary remedies available under the laws enforced by the EEOC are as follows: Lost wages and prejudgment interest (all statutes). Liquidated/double damages (Title VII and ADA cases involving intentional discrimination). Punitive damages (Title VII and ADA cases in which the employer acts with reckless