You Received a Charge of Discrimination - Now What?
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- Опубликовано: 30 сен 2024
- When a company first receives a Charge of Discrimination from the EEOC, it must thoroughly respond to the initial claim to protect itself throughout the entire process. In this episode of Real World Employment Law, Berenzweig Leonard Managing Partner Declan Leonard is joined by Senior Associate Drew Smith as they provide guidance on how to navigate the EEOC's process and create an effective position statement for your business.
For me this is helpful so I know how to proceed with a complaint.
Team plaintiff
Is this a pro- employer lawfirm?
Can you explain eeoc complaint vs department of labor complaint and results and consequences of both
The EEOC isn’t on the side of the employees and most companies are fine as long as you don’t do anything stupid and in your face with it
Why are they on the side of a business ? If Ture 😢 why would you want the worker to be run over again, ? They lost their job and or still going through stuff that was not right,
What if the employees is lying about performance issues?
My Attorney misconduct Subordinate Perjury backdated and False Claims Age Discrimination.
What if the witnesses lie?
Top 3 Racist Companies.
#1 Redbull New England
#2 Boars head
#3 Pepsi Co
During my employment at PRL I never reported Age Discrimination to HR Sarah Bilton nor in-house EOC Fare 2 You Officers Amanda Costello and Ben Aston.
My Attorney Kevin Little took my case for Litigation/Sekf- gain Conflict of Interest PRL Amanda Costello and Ben Aston.
PRL's Position Statements was Inconsistent pretext .
Unbeknownst to me my Attorney Kevin Little authorized and nonconsent illegal conduct requested Right to Sue Letter. He knew this was an automatic Dismissal that CLOSE EEOC'S INVESTIGATION. On 02/16/2024 he lied that the Right to sue letter was issued by EEOC'S decision. I rebutted, "The EEOC'S letter stated ' issued upon request'". I asked Atty Litttle for a copy of the letter he submitted to EEOC Investigator requested Right to Sue letter; because I DID NOT request it. That being said, Who requested it?
AMENDED: Atty Little committed legal malpractice and perverted-the-course-of-justice when submitted a demand letter for Notice Right to Sue upon Request. Atty Little maliciously did this prematurely, unknown to client, unauthorized, and nonconsent in writings.
I DISCOVED was Tort Interferrance Legal malpractice. The investigation HAD NOT been completed by Daniel Nance, which Prejudice and Obstruction of Justice, etc. This was an EEOC'S noncompliance because it was demanded and granyed prior to the 180 days requirment. Atty Little, Daniel Nance and PRL Amanda and Aston ALL KNEW, and conspired this illegal and fraudulent act to Dismissed/Closed my EEOC'S Investigation.
Also, Atty Little maliciously omitted additional EEOC charges that was switchedout for subordinatePerjury Age Discrimination, tamper and altered my Chronological timelines, wrote and omitted false discriminations, and suppressed direct evidence with the filing of my EEOC'S charges on 04/10/2006. Fraudulent Concealment EEOC'S Charges such as presistent retaliated Harrassments, Corporate targeted ambushed, Hostile Work Environment, fraud, and wrongful termination.
Atty Little DENIED my right to read and sign off what he adverse altered, falsely accused, and unsubstantiated narrative. He intentionally colluded and conspired Conflict Interest with Investigator Daniel Nance, PRL CeO Andy romeo, HR Sarah Bilton, and PRL Legal Counsel Amanda and Ben Aston.
.... also Defamation of Character Libel etc.
Okay, he got serious.
Who is dis guy I need him for my case
Perfect
Pp. a. A. C.