EEOC Form 5 Completion: The formal charge document requires:
- Your complete contact information and employment details
- Employer information including size and business type
- Detailed description of discriminatory acts with dates
- Basis for discrimination (race, sex, religion, etc.)
- Statement of desired relief and remedies
- Signature and date under penalty of perjury
Charge Narrative Development: Write compelling narrative that includes:
- Clear timeline of harassment incidents with specific dates
- Detailed description of discriminatory conduct
- Evidence of connection to protected characteristics
- Impact on terms and conditions of employment
- Employer knowledge and inadequate response
- Request for specific relief and remedies
Supporting Documentation: Compile attachments including:
- Incident logs and contemporaneous records
- Harassing communications and evidence
- Company policies and complaint procedures
- Internal complaint documentation and responses
- Medical records and impact documentation
- Witness statements and contact information
EEOC Intake and Filing Process
Intake Interview: EEOC intake process typically involves:
- Initial screening to determine jurisdiction and timeliness
- Review of charge allegations and supporting evidence
- Discussion of legal theories and potential claims
- Assessment of case strength and investigation priorities
- Explanation of EEOC process and timeline
Charge Filing Mechanics:
- Formal charge filing creates official case number
- Employer notification within 10 days of filing
- Charge becomes public record with limited confidentiality
- Filing stops statute of limitations deadlines
- Amendment opportunities available during investigation
Fee and Cost Considerations:
- No fee required to file EEOC charges
- EEOC provides free investigation and conciliation services
- Attorney fees may be available if you prevail in case
- Consider costs of lost work time for EEOC participation
- Evaluate expenses for additional evidence gathering
EEOC Investigation Process
Investigation Methods: EEOC may use various investigation approaches:
- Fact-finding conference: Informal meeting with both parties
- On-site investigation: EEOC visits workplace to gather evidence
- Request for information: Formal document requests to employer
- Witness interviews: EEOC interviews witnesses separately
- Expert consultation: Technical experts for complex issues
Your Role During Investigation:
- Cooperate fully with EEOC investigators
- Provide additional evidence and information as requested
- Suggest witnesses and lines of inquiry for investigation
- Review and respond to employer's position statement
- Participate in fact-finding conferences and interviews
Timeline Expectations:
- Simple cases: 6-10 months for completion
- Complex cases: 12-24 months or longer
- Priority cases: Faster processing for strong cases
- Systemic cases: Multi-year investigations possible
- Regular updates: EEOC should provide periodic status updates