You've mentioned two causes of action (disability; race) that potentially could be viewed by EEOC as areas where your employer hasn't met what...

There is a possibility that she may have a sexual harassment claim against her employer. There is in case law what is dubbed “third party”...

While I don't think the facts in this case are litigation worthy (i.e. I don't think you'd win at trial based on the limited facts known), I think...

I'm sorry about your partner's car accident, as well as the termination. While disability cases are quite tricky and often difficult to analyze...

Definitely. The EEOC dismissal rate on charges (cases) that go to an investigator is 99%. However, in mediation, especially if one is represented...

You have raised several issues that an EEOC investigator may take seriously (though resolving the “charge” in mediation is your best bet in...

Yes, you should consult with an attorney, with an eye to possibly filing an EEOC/IDHR charge of discrimination, for one or more "causes of action."

While a company hiring manager is permitted to ask a job applicant his/her age, the company isn't permitted to discriminate against the applicant...

Yes, for various reasons, it is wise to be represented at an EEOC mediation with an attorney. Note that all of the mediations my clients/I...

One has to be an employee to have a valid sexual harassment and/or retaliation case. So if you were a customer, you won't be successful with any...