As a general proposition, no. However, you really need to ask your attorneys about this since they have the most intimate knowledge of your case. At this stage, any other response would be an irresponsible guess.
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The short answer would be "probably" not. As a prevailing party under Title VII, you can try to seek attorneys fees from the plaintiff. The way I read this, the attorneys for the business probably tried to get those fees and failed. Frankly, that's not uncommon. I have rarely seen a company awarded attorneys fees in an employment discrimination action. That's because the employer has to show that the action was frivolous, unreasonable or without foundation.
The "right-to-sue" is really a misnomer. All it really means is that the plaintiff has exhausted administrative remedies by first going through the EEOC. The EEOC rarely litigates cases and often will issue a "right-to-sue" letter at the request of the plaintiff.
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