I agree with my colleague. It's difficult to know how strong your case is until you hear back from the EEOC. Have you actually filed a charge with the EEOC? Or are you just asking whether you should? And have you already filed a charge with the Michigan Department of Civil Rights? If you haven't already, you should do so immediately. If you request a complete copy of your employment file from your employer, they are required to provide it to you. I suggest that you request your file so that you can see whether there are any negative reviews or anything that you don't know about. Once you've done those two things, I suggest that you contact an attorney who represents plaintiffs in employment-related matters like yours. Most such attorneys, myself included, offer free consultations. Many such attorneys, myself included, may be willing to handle your matter on a contingent fee basis if they feel you have a strong case. I hope this helps, and I wish you luck. Take care.
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Will I win if I buy this lotto ticket?
That's your answer.
NO lawyer can possibly tell you if you're going to win.
That would be malpractice.
THIS ANSWER IS PURELY FOR ACADEMIC DISCUSSION ONLY AND DOES NOT CONSTITUTE ANY TYPE OF LEGAL ADVICE OR LEGAL REPRESENTATION.
Just an FYI - since you have reported a suspected violation of law (illegal discrimination and/or harassment) to the EEOC you may have set yourself up to have a good Whistlblower Protection Act case when or if your employer does termination you, demote you or otherwise adversely effect your employment. Mind you p's and q's because chances are the employer is looking for you to do something wrong so that it can claim it has a legitimate reason for ending your employment. They may even make something up. If you do get terminated, then under the whistleblower act you will only have 90 days to file suit. So keep that in mind.
Each employment situation has unique facts and circumstances. This means that information and advice cannot be taken literally and should be used as only informational. The information provided here is not legal advice and should not be interpreted as such.