Eeoc Issues

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According to the EEOC press releases there are wide variations in trends in complaints that have been recently filed with the Equal Employment Opportunity Commission (EEOC). The trends mention a variety of different types of employment discrimination. In December 2015 there were press releases on the topics of: race and age discrimination, workplace harassment, and pregnancy discrimination, and several other topics (EEOC’s Virtual Newsroom, n.d.).

First if you are a federal employee or applied for a federal job there is a different complaint process to follow in regards to federal/government employees and applicants. For all other employee’s or applicants the complaint process is described in great detail at http://www.eeoc.gov/employers/resolving.cfm. …show more content…
The complaint dealt with discrimination in regards to ADA accommodations in the work place. Basically the former employer did not make accommodations necessary to help me in regards to my ongoing medical issues. When I started the job I was not aware of the illness. After being at this company for a year and had FMLA time and had to request the necessary work accommodations such as intermittent FMLA, and other accommodations regarding my disability, the former employer did everything they could to not provide any accommodations. As a result of medical issues the employer discharged my employment and said to “reapply when my medical issues were resolved.” The complaint process that was followed was that I contacted the EEOC immediately to start the charges and hired an attorney to help with the process. The EEOC is overwhelmed with cases and after 180 days you have the right to request what is called a right to sue letter. You take this letter to court and file on your own or you have an attorney who files on your behalf. The employer in this case refused mediation and states that they followed the laws and do not believe they did anything wrong. The human resource department even disclosed my medical records and issues to people at work who had no right to have knowledge about them. The people that found out where not managers or supervisors and HR had no right to share my information about requests for accommodations. The HR manager is suppose to approve or deny the accommodation and can suggest alternative accommodations. However it was not done in this case. Instead the requests for accommodations were ignored and eventually denied and my doctor had to reapply on several occasions. Had the employer made recommendations or approved some type of accommodation then this would not have escalated to an EEOC complaint. The EEOC was unable to investigate the claim and the attorney requested a
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