In most cases, you have 180 days from the date of the discriminatory act to file a charge with the EEOC.
However, in some states (including Colorado and Texas), this deadline may be extended to 300 days if a state or local agency also enforces anti-discrimination laws.
Deadlines are strict, so it’s important to act quickly.

After you file a charge, the EEOC will:
• Notify your employer of the claim
• Request a position statement from the employer
• Offer mediation as an option for early resolution
• Review evidence and determine whether to investigate further
In many cases, you will also have the opportunity to respond to your employer’s position statement.

You are not required to have a lawyer to file an EEOC charge or go through the process.
However, the way your claim is written, supported, and presented can significantly impact the outcome. Many individuals seek guidance to ensure their case is clearly structured and strategically positioned from the beginning.

Yes. In most cases, you have the right to review and respond to your employer’s position statement.
This response is an important opportunity to:
• Correct inaccuracies
• Highlight missing facts
• Strengthen your narrative
• Address defenses raised by the employer
A well-prepared response can significantly affect how your case is evaluated.

Mediation is a voluntary process where both sides attempt to resolve the dispute with the help of a neutral third party.
It can be a faster and less stressful way to reach a resolution, but preparation is critical. Knowing your goals, understanding your case value, and anticipating the employer’s position can make a significant difference.

Helpful evidence may include:
• Emails, messages, or written communications
• Performance reviews or disciplinary records
• Witness statements
• A timeline of events
• Notes documenting incidents
You do not need to have every piece of evidence before starting, but organizing what you have is important.

You may still have a valid claim even if you resigned or were terminated.
In some cases, leaving a job due to intolerable working conditions may be considered constructive discharge, which can still support a legal claim.

The EEOC process can take several months to over a year, depending on the complexity of the case and whether it is resolved through mediation or investigation.

Employment Resolution Consulting provides guidance, preparation, and strategy for individuals navigating workplace disputes and the EEOC process.
Services include:
• Charge preparation
• Employer response strategy
• Mediation preparation
The focus is on helping clients present their case clearly, confidently, and effectively.

You can begin by completing the intake form on the website.
Once submitted, your situation will be reviewed, and you will receive guidance on next steps and available services.