Hope it goes well

Woww.... I’m suing for the same reason. They CANNOT get away with hurting people anymore. I’ve seen too many leave very hurt by management.

@@mauricewells7838 it did and I won my case

@@jusnikki3022 I’m not trying to be all in your business but how much did you win?? I’m expecting $50k.

@@Skitsandgiggles 25k but you have your lawyer fees etc .... I did this to teach this employer a lesson not to mistreat anyone else

Attorneys pick and choose who they want to represent....file your own lawsuit!

@@ah3569 they sure do pick and choose!!!

@@TheMostHighDaughter180 I've filed my own lawsuits by looking up information on goggle and formating my Motions and complaints from previous suits. A MAGISTRATE Judge set my case for mediation by June and trial August. However, a racist District Judge came out of nowhere and dismissed it causing a delay in my progress and error in law which is fit for an appeal

@@ah3569 so sad!!!

You are totally correct. Not just it's hard but almost impossible. I would say that even the enforcing agencies are intimidated by the power of major corporations.

Hoping you did, but did you win?

What happened?

Update please

That's in a nutshell the system is In favor of the Company, you can't find an attorney to take your case, The eeoc know this, the company know this. So they will charge you a consult fee and get your money and turn the case down Money gone

I am in Wisconsin as well and same thing, couldn't find an attorney to represent me.

I am so sorry to hear that. Our firm makes it a priority to talk to prospective clients.

Agreed with that I call like 20 firms and they said nothing I was so sad and extremely xtresed collecting the papers evidence and redacting my case now I’m glad eeco discovered my allegations

And it's like $300 just to talk to them

@@MarkDisneyjerk this is awesome.

Yup same thing happen to me after my right to sue. Not One lawyer would take my case, I contacted NACCP north east chapter no one responded so I emailed regional director by the time he contacted me my 300 day expired

This is great advice. You also always want to keep a copy of your performance evaluations.

Yes, warranted advice (i.e. documentation) and tomorrow will mark 3 weeks that I have Not received the EEOC Information/Right to sue information packet. I am not sure any federal time constraints as to when I should receive the aforementioned packet. Outstanding Video and any information will be greatly appreciated.

@@HighSpeedNoDragIt might be 180 days. If you feel like you're getting the run-around without a lawyer, contact the EEOC using the portal or contact info at the bottom of their website home page. Call and email them for documentation of proof. The OFO might be able to help you as well.😉

@@RR-nl2ep Thank you so much and Bless You.

@@HighSpeedNoDrag If you feel like you are being unfairly treated by the AJ or the mediator for legit reasons, ask the EEOC for him or her to be recused from your case.

Thank you!! I hope you are successful!

Just got my NRTS

@@gerardsonnicolas74 Give my office a call and let's see if you should move forward.

Just received word that the judge decided in the agency favor. So bummed!

It's best to file your case yourself in court to prevent from being in default. Then you can still seek out attorneys

I had the very same exact experience

I'm going thru something similar and I'm learning that these people aren't as smart as I gave them credit for

I believe your statue of limitations is up. What's the EOC give you a right-to-sue you only have 90 days. I believe this is correct not really sure what your case involves

Why didn't you take the substantial amount of money at the time?

Did you find a FL attorney?

These people are not on here to help us. They get money for their videos so don’t think they care about us personally:(

This is my fear. I do believe that these jobs are saying something negative on the cool.

Arbitration

@@YoshiXO I hired an employment look lawyer the state is asking the judge to dismiss my case in federal court I would be devastated if they did so. I'm going to try to get the department of human rights to look into the case. I started the case with the department of human rights but they sent the case to eeoc .

My right-to-sue letter doesn't look like that when it either

You are right, it's difficult to get an workplace employment attorney in general. I believe that's why a lot of these companies discriminate and get away with it.

Did u get a answer sir?

I think they call you to tell you to check your email that the right to sue letter will be a link in email.

yup, filed in April and didn't get an interview until June

@@demodemo5146 My appointment is in February. Did yours go in your favor?

You can request it. Yours may look different if you are a federal employee.

@@amberk.boydattorneyatlaw3138 I have it. Thanks. I can send it to your firm for review. Did you know eeoc has been in the news? The don’t really investigate these cases.

@@HarvestTime777 I pray you have remedy soon. My case is finally moving thru the courts after sitting on the judge desk for almost 2 months.

@@amberk.boydattorneyatlaw3138 I really wish I had your help I

Its definitely not easy

Same here I'm very disappointed in the EEOC for dismissing my case and sending my the right to sue letter. I have direct evidence from my Termination meeting because I recorded it and it's clear that I was wrongfully terminated for reporting sexual-harassment. My employer's Position statement had several INCONSISTENCIES that contradict their story and there are things in their position statement that can be proven as lies that my recording can easily prove. My Investigation was not handled properly and was transferred to another state and once I was assigned to an investigator she contacted me one time sending me one email introducing herself and saying it would be dismissed. She won't return any of my requests for my eeoc file and her findings are incorrect. My employment issues are 1. Paid less than other employees. I was assigned to do a physically challenging job assignment that mostly men were assigned because it was hard work. I have 5 years of experience and they advertise the job to be $9.50-$13.00 based on experience and as a woman was getting paid $9.15 less than other employees with no experience 2. EMPLOYER was NEGLIGENT and told me to use Corrosive chemicals and didn't warn me, train me or provide an recommended PPE of a respirator or anything. I was exposed to corrosive chemicals and could have died, there was no SDS sheet and I was all by myself in a building under construction and didn't have functional ventilation. I suffered nerve damage in my hand, my lungs were damaged, I got really bad anxiety and heart palpitations and ended up in the ER. While in the ER they decided to deactivate my badge for that location and cut my hours. Then my boss demanded that I left that hospital to go give her the keys for the building. I wasn't allowed more than two days off and I wasn't allowed to file for workers compensation. during the two days I was off they couldn't find anyone to cover for me so one of my supervisors text me and threatened my but I physically couldn't work and they didn't understand that or have any consideration. After only two days offI return to work and wasn't allowed to file for workers compensation and my hours were cut as punishment for their mistake. I suffered lung damage reactivate airway disease and have relied on an inhaler as needed and for daily use. 3. I was sexually harrassed at another building my husband and I worked as contracted Employees. The man kept asking me for sexual favors and I kept telling him no after a while he got really angry because I kept telling him no and created a hostile work environment constantly complaining about non-existent things as punishment. I told my supervisor and I was scared to come forward and tell the office about what had happened in fear of being retaliated against. I decided they needed to know because I had already experienced what it was like to be punished for something that wasn't my fault and didn't want it to happen again. I told the administration director and the director of operations about the sexual harrassment and they didn't do anyting. I was physically and mentally drained from the abusive hostile work environment so I wrote an annnomous note to his HR about his misconduct. 2 days later he falsely accused my husband of stealing a laptop and we were not allowed back to work. We contacted our supervisors and they wouldn't answer any of our text messages or calls. they claim that we didn't contact them and we were no call no shows after we were told we weren't allowed to workbut this was not a no-call no-show because we weren't scheduled for any shifts or had any hours. this was around Christmas time and finally when I got ahold of one of my supervisors she claimed she was going to be out of the office due to the holidays and would be back and schedule a meeting with us when she was back in the office. she deceived us into thinking that this was a preliminary meeting to discuss the sexual harassment. My employer was aware of the sexual harassment and I had sent them audio proof of it so it would be investigated and they refused to INVESTIGATE it or move us to another location in the termination meeting I recorded they said that "they have to honor customer requests and we wouldn't be considered for any other positions". They didn't want to investigate it and in the termination meeting you they are saying that "they didn't want to be in the middle of a sexual-harassment claim" they lied to the Eeoc and go as far as repeating my harassers lies as their own testimony that they said that they saw proof of the theft. they claim they saw us being involved in the theft of a laptop from one of the offices in the building.we never ever had any access to any of the offices in the building and this is an absolute lie and in the recording the administration director says 'I don't know if you did it I haven't seen the proof but the customers told us about so we really don't want to be in the middle of a sexual harassment claim and just have to honor customer requests." I'm very disappointed in the EEOC and how my case was handled because I don't think the investigator looked at any of my evidence she didn't even ask any questionsor want to talk to any of my witnesses it was overright away once I was assigned to an investigator and she will not return any of my emails. She sent one email to introduce yourself and say it was over and I was shocked. I was really confident in my case because of all the evidence I have and all of the many inconsistencies that my employer makes in their position statement. This was not fairmy employer has nothing not one document not one credible true thing that helps them and yet my case was dismissed. I was given the right to sue letter and I've contacted a couple law firms but it's not easy finding a lawyer they are slow to respond and a few of them that have talked to me no my employers lawyer and are intimidated by his reputationand it's frustrating because when it comes to evidence evidence has everything and they have nothing so it's really hard finding anyone who will help me and who will considerconsider taking my case based on merit and evidence rather than a name with no evidence it's just very frustrating. I don't know what more I need to have but it feels like a lot of examples of discrimination I could have direct evidence I could have a really strong case but yet it's so hard and I don't understand why it's unreal

The eeoc is a joke because my case was not based on heresay I had direct evidence and several examples of discrimination and the Investigator didn't reveiw any of it and won't send me my eeoc file. I have emails, medical records, paystubs, the copy of the job post to prove I was underpaid, I have the Recording of my termination meeting, I have a letter from the new Mexico environment Department that is proof they omitted the extent of my workplace Injury and proof that nothing they say is credibile. Their Position statement timeline doesn't even make sense they submitted texted messages that they claim they sent me AFTER our supervisor "saw" the video proof of theft against r husband but the activity log they submitted has the time of 7:30pm and the text messages have 12:31pm and 4:08pm yeah not possible Inconsistent to a plausible timeline of events.

Really? So sorry to hear that. We make it a priority to always file cases with merits. Sorry, you couldn't find an attorney.

@@lucialare7590 Wow! So sorry! Where are you located?

I wish I would have known. But I would start seeking attorneys now and when you think you have one you can always request for the EEOC to render you a right-to-sue letter

Honestly they're useless. I believe each yr they have a certain violation that they fight for. If yours is not one of them, they're going to do a half ass job then send you a right to sue letter!! They're moreso for gov. Employees! My personal beliefs

Many states don't have employment laws, however, there are federal employment laws that prohibit discrimination. I would check your state and determine if there are state laws that prohibit discrimination.

I believe he wants to check federal law. If it has something to do with his constitutional rights or civil rights. State laws don't out rank federal laws , I don't believe. Merit is a cause and actions of your complaint that can be supported with case law. Examples of you were discrimination against for disability. You would support your argument with , title VII violation of the civil rights under the.....if it's disability you would support it with ADA Americans with disabilities. Etc...

?

I believe if your company has a policy for a random drug test, is nothing that you can do unless you can show a causal connection with something. But the "something " has to be a protected activity

I learned alot and is grateful❗❗❗💖💃🏿

Did you settle for millions?