Your response to the charge
First of all, make sure you preserve all documents relating to the employee who filed the charge, and hold onto them until the EEOC matter is resolved. Second, make sure all employees know that retaliation against any employee making a charge is strictly prohibited. You can do this by re-circulating your anti-retaliation policy. You will then write your company's Position Statement which should include:
Your company name, address, and what you do
The number of folks you employ
A factual response to each allegation raised in the original Charge
An explanation of why you took the steps alleged to be discriminatory
Copies of all relevant documents
Copies of all relevant policies or procedures
A list of all decision makers involved in the charge
All documents and a rationale for why someone else allegedly received more favorable treatment
When you write your Response or Position Statement, tell a persuasive story that the EEOC can understand and relate to. A chronology is often helpful to show what happened, when, and why. Remember: the Commission has no preconceived notion as to who's right and who's wrong, so demonstrate to the Commission that no discrimination occurred.
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March 12, 2008
