We provide a variety of affordable products and services to assist individuals and businesses. We specialize in employment law solutions. No matter where you are, we are confident that we can assist you in some manner. Our professional and client-focused services are backed by knowledge and legal skills. 

Complaint Package Price: $50	Package includes all necessary forms for documenting your discrimination, filing your charge and preserving your legal rights. You will receive our Signature Intake Questionnaire, forms and sample letters. Finally, you will receive our Resource Manual, packed with tips and proven strategies and techniques for preparing a clear and thorough complaint. You receive everything you need in an easy to use format that you can complete. This provides you the ultimate in convenience and control while allowing you to present a polished and professional complaint.
Filing Assistance Price: $100	Provide us with the details of your claim and we will draft your complaint and file all the necessary forms on your behalf. We guarantee that your information will be complete and accurately demonstrate how the instances complained of meet every aspect of the laws. Your overall package will be organized and filed in a timely fashion. We will also provide you with a copy of all submitted materials for your records.
Consultation Price: $150	Let our experienced staff evaluate the facts surrounding your claim, provide you information on your rights under the law, answer your questions and let you know what your options are. We will show you how your claim compares to those with similar facts, available remedies and likelihood of success and provide you insight that helps you decide how best to proceed.
Complaint Packet & Consultation Price: $175	Get the personalized expert advice and expert materials. You will receive the benefits of a consultation session as well as all the materials in the complaint package.
Filing Assistance & Consultation Price: $200	A Winning Combination: Receive expert advice in a consultation session and then we will draft and file your complaint on your behalf. This is the optimum package as it allows us to consult with you personally, understand the details of your claim and then appropriately draft and file your complaint on your behalf.

Additional Services

• Employer Solutions
• Referral Services

The EEOC agrees to represent the complainant and files a lawsuit on their behalf.  The EEOC may seek remedies that directly benefit the complainant, but also those that benefit the public at large.  The case may settle at any point after a lawsuit has been filed.

• EEOC believes that discrimination has likely occurred and attempts to reach an agreement between all parties involved: The EEOC, the complainant and the respondent employer.

• Very similar to the mediation process, however, the EEOC is no longer a neutral party. As such, the EEOC may push additional stipulations such as requesting the employer display posters or institute an anti-discrimination policy.

• Because the EEOC does not solely represent the complainant’s interests, it is suggested that the complainant have attorney representation for Conciliation. In addition if your claim includes state law claims such as defamation, interference with a contract, or unpaid wages, you will need to negotiate settlement for these actions separate and apart from the EEOC as they only handle federal law violations.

• If Conciliation is successful, the parties generally sign a written agreement regarding the terms of the settlement.

• Conciliation can be the result of several meetings and phone calls over a period of time.

 

Before you can file a lawsuit in Civil Court, you must obtain a right to sue letter from EEOC.  The letter indicates that the EEOC has concluded processing of your claim, and you are now free to hire an attorney and pursuing the claim on your own. You may ask for a Right to Sue Letter at any time after filing a charge. However, be advised that the EEOC is not likely to issue one until it is has completed a full investigation or 180 days from the date you filed your charge. If your claim is under Title VII (race, gender, religion, pregnancy) or the ADA (disability), you have 90 days after receiving the Right to Sue Letter to file a lawsuit.  If you claim is under the ADEA (age), you have 60 days after receiving the Right to Sue Letter to file a lawsuit.   You do not need a Right to Sue Letter to pursue a claim under the Equal Pay Act.

You may file a charge (complaint) with the EEOC by submitting it online, via mail, or by calling or visiting your area EEOC office.  Chargess must be filed within 180 days of the discriminatory event.  This time period can be extended to 300 days in some instances.  A complaint must include information about you, your employer and the discrimination alleged.  Specifically:

• Personal Information:  your name, address and telephone number
• Employer Information:  the number, address, and telephone number of the entity as well as the number of the employees if known
• Discrimination:  A short description of the alleged discriminatory event and the date or date ranges of the alleged violation(s).

A charge may be dismissed after intake if it appears to have little chance of success, or if it is something that EEOC doesn’t have the authority to investigate.  In these instances, the EEOC will not notify the employer of the charge, conduct an investigation nor offer mediation.  

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A complaint must be filed with the EEOC within 180 days of the discriminatory event. If you are filing in a place that has state or local anti-discrimination laws, then the filing period is extended to 300 days  Use our date calculator below to find out exactly how many days have elapsed since the violation.  Important considerations:

• The deadline is not extended while you pursue external processes such as a company or union grievance, arbitration or mediation process.  You do not have to exhaust all remedies with your company or union before filing an EEOC complaint and may choose to undergo a grievance procedure while also undergoing the EEOC charge process.  

• Each discriminatory event has its own deadline.  At the time that you file, the EEOC will only investigate discriminatory events that have occurred within the past 180 or 300 day timeframe.   The exception to this is ongoing harassment claims, which must be filed within 180 or 300 days of the last incident of harassment.  However, the EEOC will investigate all incidents of harassment  even if they occurred prior to the timeframe.