If issued a Right to Sue letter is tbe case only allowed to be based off of tbe investigation, or are you allowed to bring forth everything that has ever happened at the place of employment? An example is three people were hurt on the job at different times. They reported it and all was good; however I have a preexisting condition and due to weight of my backpack due to classes and overworking the core due to everyday tasks I had began hurting and they heard my preexisting condition from two doctors. I was released with zero restrictions the same day and terminated. The reason termination was I did not tell tbe my back popped. Now, would that be all I could use in court, or could I use everything at that point going against the employer?
That's hard to say. The EEOC has been a little backed up since Covid. My best advice is to follow up after a few weeks and stay on them until you get you materials. Also check your email and spam folder in case they emailed to you.
@@TexasEmploymentLaw My Charge status has been on " Charge file" since April 2022. I thought the employer has 30 days to respond. Its now over 2 two months since then. Is it normal for a charge in this phase to take this long and to expect respondent statement before investigation phase?
My Charge status has been on " Charge file" since April 2022. I thought the employer has 30 days to respond. Its now over 2 two months since then. Is it normal for a charge in this phase to take this long and to expect respondent statement before investigation phase?
Thank you for your videos. I am a Business Law and Ethics Student at West Texas A & M University in Canyon, Texas. I was so confused till you broke it Down in your video series. May I contact you at the law office if I am adrift in a Sea of Legal Jargon?
Atty Little tookbit upon himself intentionally omitted charges, Suppressed and Spoilated Evidence, Altered Consultation notes, dismissed multiple claims without my knowledge, oral/ written authorization, nor consent.
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Informative and helpful
Great video thank you so much in taking time to put this together !
If issued a Right to Sue letter is tbe case only allowed to be based off of tbe investigation, or are you allowed to bring forth everything that has ever happened at the place of employment? An example is three people were hurt on the job at different times. They reported it and all was good; however I have a preexisting condition and due to weight of my backpack due to classes and overworking the core due to everyday tasks I had began hurting and they heard my preexisting condition from two doctors. I was released with zero restrictions the same day and terminated. The reason termination was I did not tell tbe my back popped. Now, would that be all I could use in court, or could I use everything at that point going against the employer?
When should I expect the additional documents including mediation? My change was filed on the 22nd and I haven’t had any contact.
That's hard to say. The EEOC has been a little backed up since Covid. My best advice is to follow up after a few weeks and stay on them until you get you materials. Also check your email and spam folder in case they emailed to you.
@@TexasEmploymentLaw My Charge status has been on " Charge file" since April 2022. I thought the employer has 30 days to respond. Its now over 2 two months since then.
Is it normal for a charge in this phase to take this long and to expect respondent statement before investigation phase?
My Charge status has been on " Charge file" since April 2022. I thought the employer has 30 days to respond. Its now over 2 two months since then.
Is it normal for a charge in this phase to take this long and to expect respondent statement before investigation phase?
LONG delays are not uncommon. You should not count on the EEOC taking quick or decisive action on its own.
Thank you for your videos. I am a Business Law and Ethics Student at West Texas A & M University in Canyon, Texas. I was so confused till you broke it Down in your video series. May I contact you at the law office if I am adrift in a Sea of Legal Jargon?
Atty Little tookbit upon himself intentionally omitted charges, Suppressed and Spoilated Evidence, Altered Consultation notes, dismissed multiple claims without my knowledge, oral/ written authorization, nor consent.