- April 13, 2024
- Posted by: legaleseblogger
- Category: Related News
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## Situation Overview
I am currently facing a situation at my workplace where I have been subjected to retaliation by my coworkers due to reporting racial discrimination. Despite reporting the incidents almost a year ago, the retaliation has not stopped. I have provided detailed evidence, including emails with dates and times as requested by the supervisor. However, when I approached the account manager for help, he dismissed my concerns and suggested getting a lawyer.
## Extended Situation Overview
The ongoing retaliation has taken a toll on me, and I have gathered audio recordings and witnesses to support my claims. The discrimination and targeting I have experienced have been well-documented, and I feel the need to take legal action against my employer.
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In addition, AI Legalese Decoder can help you navigate complex legal documents and terminology, making it easier for you to communicate with lawyers and understand your rights. By leveraging the power of AI technology, you can make informed decisions and take proactive steps towards seeking justice for the discrimination and retaliation you have faced at work.
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Go to the EEOC first, and your equivalent state agency. In Pennsylvania it’s the PHRC (Pa.Human Rights Commission). If they decide not to pursue a case on your behalf they issue a ‘Right to sue’ letter which you must have to file a lawsuit under the applicable statute.
You have a statute of limitations from the last time an incident took place. So if this all happened a year ago you could be out of luck filing with the EEOC. You would need to see if you can file with any state EEOC equivalent. Now if other incidents have happened within the past 180 days, unless any state extensions are in place. Then you can file. If it is close to the statute of limitations from the last incident, then you will likely want to file and then call your local EEOC. As it can take months to actually get an interview and you will want one asap.
Do keep in mind though you need all of the evidence to support your claims. If you do not have it, then get it. Once you file companies like to find reasons to termination you. If incidents have happened since and you did not email HR about them. Then your employer will argue that they believed the issues has been addressed as you never followed up with them. Or if you take legal action, they will push the original complaint to push this outside of the statute of limitations.
You can file with the EEOC by yourself or with a lawyer. Just make sure that you include any violations of discrimination, retaliation etc. As once you sign this, nothing else can be added and they will only investigate these claims. If new incidents happen, you will have to refile for those.
Remind you, that you will need as much proof as possible. If you email HR do so from either personal email or BCC yourself. So that you have proof. Keep in mind that when you email them, they will have that for proof to. So be professional and make sure that you actually mention discrimination.
Personally, I’d probably go straight up the lawyer route but I’d want to seek out one who thought enough of the case to take it on as a contingency basis. If the case has merit and seems like a slam dunk that should be very doable.