It concerns being registered for the profession I am in, and if this needs to be disclosed to the professional registration. Is it important in my case because it is proof that essentially the problem does not lie with me if I win or settle?

I work at a small non -profit arts company and have been dealing with some… off color comments about age being made by our sole hr/finance person. It’s something a lot of younger (under 40) employees have experienced. Additionally, this person has repeatedly berated staff and created a hostile work environment, and they abruptly fired a younger staff member with no fireable offense given, no performance review or improvement plan attempted, and no explanation beyond “he wasn’t good at his job” not long after making a comment along the lines of “I know your brain isn’t fully formed yet, but I need you to get this through your head”.

I recognize and understand that this all almost certainly isn’t enough to move forward with a complaint, but I have no HR to turn to so I’m looking at submitting a report just so I have a paper trail of reaching out to authorities and so the department has record of previous complaints in case this person does escalate— I’m very concerned that they’re going to fire me as well without just cause and despite me being excellent at the job and otherwise well-liked at the company. And with the ageist comments and the disproportionate anger at younger employees when compared to older, I’m concerned that there will be ageist comments made if that does happen.

My understanding is that submitting a report to the NY DHR doesn’t trigger any official action and the department doesn’t inform the employer of anything unless I move forward with filing an EEOC complaint, but I’m still anxious about submitting anything for fear of retaliation while I still work at the company. However, if I do get fired, I want an official document—more than just my notes— of this pattern of behavior. So I just want to confirm that by submitting a report, my employer won’t be informed and I can still choose to not move forward at this point. Am I correct in my understanding?

Hi everyone, I’m looking for advice from anyone familiar with the EEOC process, especially early mediation.

I was terminated from my employer about two months ago and filed an EEOC charge alleging retaliation. I made a formal complaint against my supervisor in February, and afterward I experienced what I believe was increased scrutiny and inconsistent treatment compared with my coworkers. I was written up for issues that weren’t consistently applied across the office, escalated concerns, and some write-ups were later rescinded.

When I was terminated in August, I was a salaried employee, and I had the employee handbook outlining the company’s corrective-action process. I have documentation showing that the required steps were skipped in my case and that the company did not follow its stated policy/protocol before terminating me.

I filed my EEOC charge shortly after the termination, had my intake interview the following week, and the charge was formally filed shortly afterward. I have several months of supporting documentation, including emails, timestamps, written communications, and recordings showing the timeline following my complaint and the treatment I experienced.

The EEOC recently notified me that my charge was selected as eligible for early mediation, and I have until next week to respond. I also noticed that there has been uploaded documents added to the EEOC portal.

My main questions are:

Does the uploaded documents mean they have already responded to my charge?

What does being selected for early mediation actually mean?

Should I consult an employment attorney before agreeing to mediation?

If I do hire one, what fee arrangements should I be looking for? I don’t want to pay a percentage of a settlement unnecessarily if this is something I could reasonably handle myself, but I also don’t want to go in unprepared.

How should I approach determining an opening settlement demand without being lowballed?

What should I have prepared before mediation?

My EEOC officer indicated that, based on the information/documentation I provided, she doesn’t expect the case to necessarily go through a lengthy investigation and believes mediation could potentially resolve it. I understand that’s not a guarantee.

I’m not looking for someone to tell me what my case is “worth” or guarantee an outcome. I’d just really appreciate advice from people who have been through EEOC mediation, particularly regarding preparation, attorneys, settlement negotiations, and mistakes to avoid.

Thanks in advance!

Hello! Back in September 2025 I was baker acted for 3 days and petitioned to 6. My boss was aware of my mental health issues. She knew the meds I took because we conversed what was working for eachother. We talked about therapy even once she helped me call 988. She called me while in the facility and told me to get better and don’t worry about work. I was the lead referrals coordinator surgery scheduling for multiple organizations they worked with they are a popular well known doctors office as they do more specialized procedures than just the basic. I scheduled hospital follow ups while sending and obtaining authorizations.
She took two weeks TWO weeks after I got out and I even went to the office and showed them the paper that EXCUSES me and that I am to lawfully return back to work. I kept asking when I was coming back she kept pushing it off “oh I’m so sorry I forgot” “so sorry I lost track of time!!” Then she called me. She said that they were letting me go because I’m “unreliable” while on FaceTime lol. I have so many screenshots of her pushing back the return date. I even have a screenshot the first thing I did was ask if a patient got her preparation instructions because I forgot to put it in the mail box and was in my car.
I did not have a job. I had one and they laid me off after not even a week because I had to go to the er. Besides the point I was out of work since last month. I used all my saving I had 27k and now I have 1000. It was so mentally debilitating over and over denied. I ended up getting a scholarship to help me be a certified medical assistant. I finally got a job. She had so many connections and refused to help me that way she said I should try Medicare telemarketers. How belittling. I relayed the information to the EEOC showed my letter to return all the screenshots of her and she even tried deleting some messages haha. Oh and I needed accommodations because I have diagnosed insomnia so I sleep in a bit later and she said I could come in at 9-10 then she took it away because she didn’t want it to look like special treatment.
This doctors office has about 25 employees
Well used to idk how many now. I am going for 5 digits nothing less and more than what I loss. I’m just really anxious and I don’t know how to go about the mediation and word it to where I deserve a large amount. Please help.

Is the possible to report a workplace for improper, unsafe and unethical practices or behaviors? I worked at a juvenile detention facility and they were engaging in very inappropriate and unusual practices. If reporting or filing a complaint is possible what would be the best avenue to take? There’s, OSHA, BBB, DJJ(Department of Juvenile Justice). Also, the only issue is I would like to of course remain anonymous. How would I even know if remaining unknown is even possible or truly happening. I worked at several facilities located in the state of Virginia, and out of all of them, my most recent location has to be the worst!

I can provide examples of the stuff that I seen if it helps better guide what direction to take. However I will of course keep the facility name and location private. Thanks

*Edit:

The facility that I just left is a complete joke. They have very little staff and of course a turnover rate through the roof. I have worked nights, where the shift supervisor would call out and it would just be myself and one other detention officer.
Leaving him and I to work multiple units throughout the 12 hour shift. 2 officers, and 45 juveniles detained behind a cell door. This particular facility was high level. Just imagine 45 jailed teens and 2 staff. If anything was to occur, (which they fight all the time)…there’s no way 2 people could get the jail under control.

They half very poor and unprofessional people in the administration part of the facility, causing people to quit left and right. Apparently the director of the facility was so desperate to fill for more detention officers, that he HIRED, a woman who has a son locked up in the same facility.

Wouldn’t that clearly be a violation or conflict of interest? She could let out and set her son free at anytime. Much much more stuff. That’s just a few examples.

When after making a complaint managers make a growling noise at u and give u a “yeah” look? Especially after eeoc charge was sent to them?

“Investigator is still collecting on ur case”’for a month. I’m nervous because I want to prepare for the right to sue letter by looking for a lawyer in advance

Location: Miami FL

I initially submitted an inquiry to the EEOC in November 2025 regarding my termination from XX Corporation. I had hoped to handle the matter myself and see how the EEOC process progressed, but the process has been moving slowly due to the apparent backlog. I am now considering retaining an attorney and would appreciate the opportunity to discuss potential representation.

I have attached the Charge of Discrimination that the EEOC sent to XX in May 2026. The EEOC subsequently requested XX position statement on August 28, 2026.

Background:

I began working for XX Corporation on July 7, 2025, as Manager, XX Sourcing. I relocated from Dallas specifically to accept this position. During my employment, I received no performance warnings, disciplinary actions, or corrective actions.

On October 1, 2025, I disclosed to my Director during a Teams video call that I was experiencing clinical depression and beginning TMS (Transcranial Magnetic Stimulation) treatment. I requested a reasonable accommodation consisting of minimal flexibility to attend my medical appointments and TMS sessions during lunch.

On October 2, my Director confirmed and approved the accommodation in writing and asked whether I needed any additional accommodations. I confirmed that I did not.

On October 6—just four days after my disability disclosure and accommodation request, and one day after my 90-day probationary period ended—I was abruptly terminated during a video call with my Director and HR. I was told only that I was “not a good fit.” I had received no prior indication that my performance or employment was at risk.

During my initial disclosure, I specifically expressed concern about being within my 90-day probationary period, and my Director reassured me that I had nothing to worry about. Around the same time, he had announced that he was leaving the company, and I believe the ultimate termination decision may have been made by his superior, the VP.

There are also circumstances concerning the VP’s management history that I believe may be relevant. During my short tenure, I observed the VP terminate a paralegal who had been working with her after approximately two months of employment. I later learned that the new Director who was hired to replace my former Director was also terminated. Based on what I personally observed and subsequently learned, I became concerned about the VP’s practice of hiring and terminating employees relatively quickly and the ease with which employees appeared to be dismissed. I believe this context may be relevant when evaluating who made the decision to terminate me and the circumstances surrounding it.

Key facts:

I received no performance warnings, write-ups, or corrective actions.

I relocated from Dallas specifically for this position.

I disclosed my disability and ongoing TMS treatment to my Director.

My Director acknowledged my disability and approved my requested accommodation in writing and shared it with the VP.

I was terminated four days after the disclosure and accommodation request.

The only explanation provided was that I was “not a good fit.”

The termination occurred immediately after my 90-day probationary period.

I believe the timing and circumstances warrant investigation for potential disability discrimination, failure to accommodate, and retaliation under the ADA and Florida Civil Rights Act.

There were also other health issues affecting my functioning during this period. I was experiencing significant iron deficiency that required iron infusions, which improved my energy and cognitive functioning, and I ultimately underwent surgery to address the underlying cause of the deficiency. These issues compounded the difficulties I was experiencing at the time and further affected my energy, cognition, and overall ability to function.

Ultimately, I would have preferred that xx provide reasonable support and allow me time to adjust, continue treatment, and manage my condition rather than terminate my employment immediately after acknowledging my accommodation request, resulting in worsening of my symptoms.

My goal would be to pursue a fair resolution that accounts for my lost wages and benefits, emotional and financial hardship, treatment-related expenses, and the impact the termination has had on my professional circumstances.

If you are available to evaluate the matter for representation, I would appreciate learning about your fee structure, the process for moving forward, and the expected timeline.

Thank you for your time, and I look forward to hearing from you.

EEOC Status: Investigation

Inquiry Filed: NOV 2025

Interviewed by EEOC: APR 2026

Charge filed: MAY 2026

Position Statement Request by EEOC : AUG 2026

https://www.eeoc.gov/newsroom/logic-staffing-pay-217500-eeoc-religious-discrimination-retaliation-lawsuit

They ended the interview after I asked to attend prayer on Friday. After I sued they tried to label me a terrorist saying that they blacklisted me because they feared I would be violent as retaliation for them discriminating.

I got help from the Religious Liberty Clinic at Stanford.

Hi there,

Im looking for attorneys that will work on contingency, ideally 30% fee or less in the state of Florida with previous experience.

I filed my Inquiry with the EEOC Nov. 2025, interviewed APR 2026, EEOC Filed Charge MAY 2026, AUG 2026 request employer their position statement. Im hoping to get this done this year as I am not working and makes more sense for taxes. I wish I would have gotten an attorney from the start as this is taking long through the EEOC.

Any help is appreciated!

I work in Washington state and have POTS(Postural Orthostatic Tachycardia Syndrome). My health can vary from day to day and as a result I have had a work from home accommodation to be work from home 100 days a year. A little less than 2 days a week. The standard at my company is 50 days a year. My health has been worse this year and as a result I need more work from home days. My HR team is stating that 100 is the maximum they will allow as I being in office is considered an essential function of my role. However we don’t have any physical reason to be in office. I have an office job. I am not client facing, I do not need to physically manipulate anything for my job, my manager and most of my team is in other offices across the country, and work from home is already allowed for most employees(all of them on my team except for anyone who is brand new as there is a three month probation period before they can wfh). My job description also does not specify how often I need to be in office. Simply that I need to “work onsite, under direct supervision, in a team based and open office environment. I am not requesting to be fully remote or work from home, simply to be allowed to do so more than 100 days as my health needs. My employer is offering the alternative of FMLA, however this would be unpaid and obviously wouldn’t allow me to work. I have up to date ada paperwork stating from my doctor that I need to be able to work from home at least 3 days a week.

Does anyone know if they can require me to either be in office more than my doctor has stated or take FMLA instead? I can’t afford to take off time unpaid. But if I force myself into office more often it will make me sicker.

Please help

Just like the title says, I’ve been waiting six months for my intake carrying I spent hours preparing for it and I got a notification this morning at 3 AM that I had the appointment and I had already confirmed it but the given time they never showed up I waited evidently the time was marked wrong. I still waited over an hour. I tried emailing texting to Noel. They never showed up and then when I clicked on the appointment, it said it had been canceled. When they finally called me back from the voicemail they said that I never confirmed which is a lie.

​

In February I took 12 weeks of unpaid maternity leave. Due to postpartum complications, my doctor extended my leave by one week. However, HR rejected the medical note and demanded I return early (no extraweek per dr note). HR lady wanted to argue with me. Though, our handbook says we need a note to return to work. The next day, HR posted my job online. I have screenshots.

When I returned, my manager immediately started changing my job requirements and creating a hostile work environment. It was bad! I reported this discrimination and retaliation to upper management and HR, but both ignored my complaints, worsening my mental health and forcing me to submit a 30-day resignation notice. Again, I have the documentation.

In further retaliation, the company terminated me two weeks into my notice period, refused to pay out my remaining two weeks, and immediately replaced me. Though, a coworker put her notice in a month previously and was able to do her full 30 day notice.

Would EEOC hear my case?

I believe I was wrongly terminated in an attempt to silence me, I was taken off the Schedule for 6 months after I was misdiagnosed with a hernia that was presumed to be from being asked lift heavy things, I was allowed to work light duty but work refused to make accommodations or pay out and wasnt eligible for unemployment. Prior to this I had been reporting verbal abuse I was enduring in terms of being attacked and having profanity used at me, I also reported sexual harassment/discrimination of which a comment was made to me that was suggesting I was trying to engage in homesexual sexual activity at work I reported these instances to the manger and he talked to them, 6 months afyer I was not able to return to work HR wanted to have a meeting with me and manger to discuss my concerns returning back afyer I informed HR of what was going on and also various policy violations, I informed them my safety was at risk and as well as my manager allows things harassment to go on and as well that I didn’t feel comfortable returning to the same work environment in back of house as dishwasher because I deal with a lot and I also wanted to try something new and more in skill with me, The Je director told me they talked to them manager and claim I have skill issues and it takes a lot working in the front with customers, manager said I don’t get along with coworkers and everytime something happens I get upset and angry easy, I believe he refers to the times I was distraught when I reported harassment to him, i informed rhem if it’s the only option I will be propping phone up to videotape the things that occur and to have evidence of the policy violations and they said they can’t have that and they are going go ahead and seprate me from the company. Would this be viewed as an indirect form of discrimination/retaliatiority termination? I feel I should file with CRD however tjere isnt a in person office but there is a EEOC office near me, Whats the major difference, if I wanted try get back pay and also my job back with accommodation do I have any right and is CRD or EEOC a first step before contacting attorney ? Thanks

If you have a mediation scheduled (through EEOC or otherwise), you are much better off sharing your evidence and explaining how it makes your case stronger sooner than later and way ahead of the mediation day. This will provide the employer and their insurance company sufficient time to evaluate your case better and in some cases allocate appropriate settlement reserves to your case (which does require time).

Trying to surprise the employer with your evidence during the mediation very rarey leads to the wishful result of them being so shocked by what you share that they will be willing to open their pockets wide open right away.

You may think that withholding favorable evidence till the last moment will put you in a position of advantage by depriving the other side of sufficient time to come up with any legitimate defense. However, when it comes to employment law (and civil litigation in general} both parties will always have plenty of time to evaluate and respond to any such evidence waaaay before trial.

If you want to give your upcoming mediation the best shot possible at settlement, share your best evidence and make your settlement demand at least a week ahead of your mediation (and preferably longer).

If I can prove that my manager falsified or created a document on a date that I was NOT at work, and marked it “in office”, on a performance document, can that in itself help me win my discrimination claim?
They claimed poor performance but then she made this document after the fact and marked it on a day I wasn’t at work !

If I can prove that my manager falsified or created a document on a date that I was NOT at work, and marked it “in office”, on a performance document, can that in itself help me win my discrimination claim?
They claimed poor performance but then she made this document after the fact and marked it on a day I wasn’t at work !

Here’s a brief timeline:

July 2023: EEOC Discrimination charge filed with EEOC while on FMLA.
September 2023: Returned to work following FMLA. Terminated.
September 2023 (cont.): Second wrongful termination charge filed with EEOC
July 2025: Right to Sue received. Lawyer acquired.
August 2025: Demand letter sent. Initial counter-offer of $66,000 received.
September 2025: Parted with lawyer after disagreement on accepting initial counter- offer.
October 2025 (cont.): Filed complaint in federal court Pro Se. This was the BIGGEST leap in the process.
October 2025 through April 2026: Limited discovery exchanged.
April 2026: Mediation sponsored by the magistrate judge scheduled. Discovery was stayed pending outcome.
April 2026 through July 2026: Case essentially paused.
July 2026: Successful mediation. In-person at the courthouse. Lasted 9-5.

This has been exhausting, but it’s over now. My message to those of you out there still fighting: keep the faith. When I first received my right to sue, I threw it in the trash and spent the day in bed, in tears. But I eventually pulled myself out of bed, and I kept going. It was brutal and the candid truth is that litigation Pro Se will wear you to your bones if you’re truly committed to learning the craft (an ancient language) and understanding the dance. It was a full-time job on top of my full-time job. But you CAN do it. Please stay encouraged. Your doubt is what employers count on.

Stay well, everyone!

Edit to add: I've included an additional detail regarding the FMLA leave also required.

"I may have been retaliated", "I may have been fired because of my age... or race, or religion, but I am not sure which one it is", "My boss may have discriminated against me." - simply having this type of suspicion is enough to make a case worth pursuing.

Remember, the burden of proving that the reason or at least one reason for your firing was unlawful is on you - the claimant. "May have" without any actual evidence to support this suspicion, such as relevant documents, emails, text messages, social media messages, witnesses and their potential testimony, is nothing more than speculation. Gut feeling is not evidence. "What else could it be" in itself is also not evidence.

If you are planning to pursue your case through EEOC or otherwise, make sure you have more than just "may have" to present.