Do you think your employer treated you unfairly because of your race, sex, age, disability, or another protected trait? You could have grounds for a case with the Equal Employment Opportunity Commission (EEOC). The EEOC claims process can seem overwhelming, especially when you’re already dealing with stress at work or a job loss, but you don’t have to handle it on your own.

A lawyer from Moon Law Group, PC, can explain your options, help you file a strong complaint, and guide you through every step that follows. If your employer broke the law, we’re here to help you take action.

Contact us today to speak with an EEOC lawyer in Los Angeles and discover how Moon Law Group can help protect your rights. Your consultation is free and confidential, and you pay nothing unless we successfully resolve your matter.

How Can a Los Angeles EEOC Lawyer Help with My Case?

If your employer violated federal or state employment laws, a Los Angeles EEOC attorney can explain your rights and file a charge of discrimination or take legal action on your behalf. When you choose Moon Law Group to handle your EEOC case, we don’t just fill out forms and hope for the best. Instead, we work diligently to build the strongest case possible and fight tirelessly for the results you deserve.

At Moon Law Group, we have been representing workers throughout California since 2007. As one of the largest plaintiff’s employment law firms in California, we have recovered millions of dollars for both individuals and large groups of employees in state and federal courts. We have experience handling complex employment cases, including class actions and collective actions. Our law firm doesn’t get intimidated by large companies, and we never settle for less than what’s fair.

Our renowned law practice has the tools, experience, and drive to take on employers who treat their workers unfairly. Whether your case involves discrimination, harassment, or retaliation, we’ll take your story seriously. Our lawyers are known throughout Los Angeles for our thorough preparation and unwavering commitment to justice.

If you want a legal team that puts in the work and stands by your side from start to finish, we’re ready to speak with you. Reach out today and discover how Moon Law Group can make a difference.

What Is the Equal Employment Opportunity Commission (EEOC)?

The Equal Employment Opportunity Commission (EEOC) enforces federal laws that protect workers from job discrimination. If your employer treats you unfairly because of your race, sex, age, religion, or another protected trait, the EEOC has the power to step in and hold them accountable. The agency reviews complaints, conducts investigations, and sometimes assists individuals and employers in reaching resolutions. If necessary, the EEOC can permit you to sue your employer in court. Anyone who works for a covered employer can file a charge with the EEOC at no cost.

What Kinds of Job Discrimination Cases Does the EEOC Investigate?

The EEOC investigates cases involving employers who treat workers or job applicants unfairly because of personal traits that federal law protects. The EEOC might step in if someone loses out on a job, gets paid less, receives worse treatment, or gets fired because of one of the following types of discrimination:

  • Racial Discrimination – Discrimination based on race or personal traits linked to race, such as skin color or hair texture
  • Color Discrimination – Unfair treatment based on skin tone, even among people of the same race or ethnic group
  • Sex Discrimination – Unequal treatment based on sex, including discrimination based on pregnancy, sexual orientation, or gender identity
  • National Origin Discrimination – Targeted treatment of someone based on how they look, speak, or where they or their family come from
  • Religion Discrimination – Unfair treatment related to someone’s religious beliefs or customs, including how or when they practice
  • Disability Discrimination – Discrimination involving someone’s physical or mental disability or need for reasonable accommodation
  • Age Discrimination – Mistreatment of workers who are 40 or older because of their age
  • Genetic Information Discrimination – Unfair actions based on a person’s genetic tests, family medical history, or use of genetic services

How Do I Know If I Have an EEOC Claim?

If your employer treated you unfairly because of something like your race, religion, age, sex, or disability, you might have an EEOC claim. The law protects most workers from unfair treatment based on those personal traits. It also protects workers from punishment for reporting discrimination, helping someone else file a claim, or speaking up about illegal practices. If your boss fired you, demoted you, cut your pay, or passed you over for a promotion for one of those reasons, that could count as discrimination.

You might also have a claim if your employer created or allowed a hostile work environment or failed to step in after you reported bias or harassment. Some EEOC cases involve unequal pay, discipline, or job assignments. Wrongful termination could also be grounds for an EEOC claim if the firing is linked to a protected trait or activity.

A lawyer from Moon Law Group can review the facts of your case and help you explore your options. Get in touch with us today to schedule your free, confidential case review.

What Kinds of Evidence Should I Gather to Prove Workplace Discrimination?

If you want to file a successful EEOC claim, you must show that something unfair happened at work. It’s not enough to just say that you feel like your boss treated you badly. You must support your case with facts. That means giving the EEOC as much clear and detailed proof as you can, which might include the following:

  • Emails, texts, or messages with offensive language or biased comments
  • Copies of write-ups or discipline that seem unfair or one-sided
  • Job performance reviews that suddenly decline without a good reason
  • Notes or memos that show a pattern of unequal treatment
  • Witness statements from coworkers who saw or heard what happened
  • Schedules that show unfair shift changes or work assignments
  • Pay stubs that reveal unequal pay for the same work
  • Company policies that seem to target certain groups
  • Job postings or ads that exclude certain types of workers
  • Records that show someone less qualified got a promotion or a job

What Happens Once I File an EEOC Charge of Discrimination?

After you file a charge, the EEOC will alert your employer and begin its review. In many cases, the agency offers both sides a chance to try mediation. These sessions are free, voluntary meetings in which a trained neutral person, called a mediator, helps the parties try to settle the issue. If you don’t mediate, or if mediation doesn’t work, the EEOC might ask your employer to explain its side and submit evidence.

From there, the EEOC may investigate the case, close it, or suggest an alternative way to resolve the issue. If the agency finds evidence of discrimination, it might try to facilitate a settlement between you and your employer. If that doesn’t happen, the EEOC might sue, but that’s rare. Most often, the agency gives you a “Notice of Right to Sue.” This letter allows you to file a lawsuit on your own within a specified deadline. However, you don’t have to wait for the EEOC to finish if 180 days have passed since you filed your charge.

Why Should I File a Complaint with the EEOC Before Pursuing an Employment Lawsuit?

If you want to sue for job discrimination under federal law, you usually have to file a charge with the EEOC first. This step is required for most claims based on race, color, sex, religion, national origin, disability, or age. The EEOC handles the first review and gives you a “Notice of Right to Sue” in case you decide to take your case to court. Without that notice, you might not have the right to file a lawsuit.

Filing with the EEOC can also help you resolve your issue sooner. The agency offers free mediation, and sometimes an employer may agree to resolve the issue without a lengthy legal battle. If the EEOC finds strong evidence of discrimination, it may even help facilitate a settlement. A complaint also puts your experience on record, which can establish a pattern if others report the same employer later.

Am I Allowed to File a Complaint with the EEOC After I Quit?

Many workers who experience on-the-job discrimination wonder, “Can I file an EEOC complaint after I quit?” The answer is yes. The law doesn’t require you to stay employed to report discrimination. What matters most is whether the unfair treatment happened while you still worked there or if the reason you quit is connected to the discrimination itself.

For example, let’s say your boss harassed you or treated you badly based on a protected trait, and that made you feel like you had no choice but to leave. In that case, the EEOC might treat your decision to quit as a forced resignation.

Keep in mind that you must file your case within certain time limits, regardless of whether you quit. In California, you typically have 300 days from the date of the discrimination to file a claim. If you’re not sure when the filing window started, a Los Angeles EEOC lawyer from Moon Law Group can help you figure that out and keep your claim on track.