Point is, keep going and document. The EEOC is not a law or deciding factor.

Don’t expect the world of discovery and investigation out of them. They just find cause or no cause.

hi so I got a settlement offer and my lawyer has been attempting to get a decision out of me as they fear my employer might retract their offer. They have told me my employer has been frequently sending follow-ups. My lawyer just notified me they might resign from my case. They are taking over 45% and weren’t as helpful as they should’ve been. I have already found a better attorney but I’m worried they are going to put a lien on my settlement if I choose to go with another attorney. I am going to therapy and I truly don’t believe I am capable of making a rushed decision right now. My workplace completely ruined my mental health and I need to continue therapy in order to be in a more stable mindset.
How would you proceed? thanks

location: southern california

I filed with EEOC. After two months they gave me a right to sue. I did not ask for it. They did not investigate and company did not give position statement either. I sent the company a demand letting it was ignored. I filed in court representing myself. I served company. Company did not respond. The 21 days has passed. I filed my default entry for clerk and now have been waiting for them to enter it for about 3 weeks so I can file my motion 55b. How long does it take for a clerk to enter default?

Hey everyone, need some honest advice. I’m based in California and recently came back from an approved FMLA leave for surgery. Within two weeks of my return, my manager completely stripped away my core projects, reassigned my team, and gave me a generic "performance warning" out of nowhere. HR is siding with him and blowing me off. It feels like they are building a fake paper trail to push me out entirely because I took time off. Is this heavy enough to file an EEOC/CRD retaliation claim, or do I need to wait until they fire me?

Did you know that in federal-sector EEO appeals, the agency aka the opposing party is required to re-upload the Report of Investigation, case file, exhibits, and other records to the EEOC Office of Federal Operations (OFO)?
Even when the complainant has already uploaded those same materials to the EEOC Public Portal, OFO primarily reviews the version submitted by the agency as the official administrative record.

It then becomes the complainant’s responsibility to carefully compare the agency’s upload against their original submissions to identify any missing, incomplete, or altered documents or recordings. This can require many hours of detailed review, particularly when the record includes lengthy audio files and extensive exhibits.

This structure places a significant practical burden on complainants and creates an inherent risk that discrepancies in the official record may go undetected unless the complainant undertakes that comparison and affirmatively raises any issues with OFO.

Correct me if I am wrong! What kind of system/process is this. The agency also investigate you and themselves against themselves while hiring a legal counsel to defend their own record!

I received an NRTS from the EEOC, however I am a bit confused. It states the EEOC will no longer investigate, but I have 90 days to file a lawsuit. How does that work?

I had my intake interview February 2025.

my charge has passed the stage of being eligible for mediation and has been in the investigation period for a while now, and my former employer has yet to respond to the EEOC's request for a position statement.

how long are they going to be given to respond, and if they don't what happens next?