The Equal Employment Opportunity Commission, or EEOC, case awards for damages determination involves investigating charges an employee files against his employer and initiating an appropriate solution based on the findings of the investigation, according to the U.S. Equal Employment Opportunity Commission. For the EEOC to handle the charges, it must receive a complain from the employee before 180 days elapse following his dismissal, notes Legal Match.
To investigate the claims, the EEOC first appoints an investigator, issues a notice containing the charges and personal information of the investigator that is due to conduct the investigation, including his name and contact details, to the employer, states the U.S. Equal Employment Opportunity Commission. These events happen before the end of 10 days following the filing of the allegations by the employee. The investigator assesses the charges to determine if the employer terminated the employee on discriminatory grounds by evaluating information from both parties to the case. After the investigation, the investigator submits the findings to the EEOC for a course of action.
If the findings reveal that the employee's dismissal was not discriminatory, the body, through a dismissal and notice of rights letter, informs the employee to sue the employer in federal court, reports the U.S. Equal Employment Opportunity Commission. The body also notifies the employer of the decision. If the dismissal was discriminatory, the body advises the parties to adopt conciliation to resolve the matter. Failure to resolve the matter prompts the EEOC to sue the employer in federal court or permit the employee to do so.