Denver EEOC Attorneys

Denver EEOC Attorneys represent employers and employees before the EEOC and in employment discrimination lawsuits. Many federal employment discrimination statutes require employees to file a charge of discrimination with the EEOC prior to filing a lawsuit. This triggers a statutory procedure in which the EEOC may investigate and even file suit on an employee’s complaint. The EEOC procedure can have a critical impact on an employee’s ability to file a lawsuit on those same employment discrimination allegations. Therefore, an employee in Denver, Colorado who believes he or she has an employment discrimination claim should talk to Denver EEOC attorneys right away. Many EEOC-related claims require the employee to file the charge of discrimination in a brief time period.

EEOC administrative procedure in Denver, Colorado

Generally federal and Colorado employment discrimination laws require workers to “exhaust their administrative remedies” prior to filing a lawsuit. Federal laws generally require employees to file a charge of discrimination with the EEOC or a state agency that has a cooperative agreement to cross-file charges with the EEOC. When a worker files a charge of discrimination with the EEOC it begins an administrative process towards resolution. The parties may mediate through the EEOC. If mediation fails to resolve the charge then the EEOC investigation unit investigates the allegations. Under the review of the EEOC lawyers, the agency may issue probable cause to believe an unlawful act of discrimination occurred. Alternatively, it may issue a finding that it was unable to conclude discrimination occurred.

At this point the EEOC may issue a right to sue letter which grants the employee a window to file a lawsuit in court on the employment discrimination allegations. If the employee receives a right to sue letter and fails to file suit within the time limit then generally the employee’s claims will be time barred for a future lawsuit. It is important upon receipt of a right to sue letter that the employee contact Denver EEOC attorneys right away to discuss next steps.

If the EEOC issues a finding of employment discrimination then the employee may request a right to sue letter or the EEOC may continue pursuit of the allegations through a series of steps that involve attempts to settle (conciliation), a hearing by an administrative law judge, or a lawsuit in federal court. In these situations the employee should still contact Denver EEOC attorneys to assess the best next steps for the employee.

When to find Denver EEOC attorneys

We’ve discussed two instances when an employee should contact Denver EEOC attorneys after the EEOC procedure begins. An employee may seek representation from Denver EEOC attorneys before filing a charge of discrimination. The claims discussed in a charge of discrimination may limit the employee’s options to pursue a case in court. There may be opportunities to resolve the issue without filing a charge of discrimination. An employment attorney is best suited to discuss your situation and help guide you to a resolution.


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