| The Law of Sexual Harassment and Sexual Discrimination |
| Kaup & Shultz, Attorneys at Law, LC |
| Kaup & Shultz, Attorneys at Law, LC Overland Park, KS 913-385-9955 and 901 Kentucky Suite 305 Lawrence, KS 785-838-4300 email us |
| The information in these pages is intended for Kansas employees who are interested in sexual harassment law and hostile work environment. The information is intended for educational purposes only and is not intended to establish an attorney client relationship with any person. If you have an actual legal problem concerning sexual harassment, you should contact a competent Kansas employee rights attorney. |
The EEOC Dictionary: What all those words mean
Definitions of Terms
Administrative Closure
Charge closed for administrative reasons, which include: failure to locate
charging party, charging party failed to respond to EEOC communications,
charging party refused to accept full relief, closed due to the outcome of
related litigation which establishes a precedent that makes further
processing of the charge futile, charging party requests withdrawal of a
charge without receiving benefits or having resolved the issue, no
statutory jurisdiction.
Merit Resolutions
Charges with outcomes favorable to charging parties and/or charges with
meritorious allegations. These include negotiated settlements,
withdrawals with benefits, successful conciliations, and unsuccessful
conciliations.
No Reasonable Cause
EEOC's determination of no reasonable cause to believe that
discrimination occurred based upon evidence obtained in investigation.
The charging party may exercise the right to bring private court action.
Reasonable Cause
EEOC's determination of reasonable cause to believe that discrimination
occurred based upon evidence obtained in investigation. Reasonable
cause determinations are generally followed by efforts to conciliate the
discriminatory issues which gave rise to the initial charge. NOTE: Some
reasonable cause findings are resolved through negotiated settlements,
withdrawals with benefits, and other types of resolutions, which are not
characterized as either successful or unsuccessful conciliations.
Settlements (Negotiated)
Charges settled with benefits to the charging party as warranted by
evidence of record. In such cases, EEOC and/or a FEPA is a party to the
settlement agreement between the charging party and the respondent
(an employer, union, or other entity covered by EEOC-enforced statutes).
Successful Conciliation
Charge with reasonable cause determination closed after successful
conciliation. Successful conciliations result in substantial relief to the
charging party and all others adversely affected by the discrimination.
Unsuccessful Conciliation
Charge with reasonable cause determination closed after efforts to
conciliate the charge are unsuccessful. Pursuant to Commission policy, the
field office will close the charge and review it for litigation consideration.
NOTE: Because "reasonable cause" has been found, this is considered a
merit resolution.
Withdrawal with Benefits
Charge is withdrawn by charging party upon receipt of desired benefits.
The withdrawal may take place after a settlement or after the respondent
grants the appropriate benefit to the charging party.
.
Definitions of Terms
Administrative Closure
Charge closed for administrative reasons, which include: failure to locate
charging party, charging party failed to respond to EEOC communications,
charging party refused to accept full relief, closed due to the outcome of
related litigation which establishes a precedent that makes further
processing of the charge futile, charging party requests withdrawal of a
charge without receiving benefits or having resolved the issue, no
statutory jurisdiction.
Merit Resolutions
Charges with outcomes favorable to charging parties and/or charges with
meritorious allegations. These include negotiated settlements,
withdrawals with benefits, successful conciliations, and unsuccessful
conciliations.
No Reasonable Cause
EEOC's determination of no reasonable cause to believe that
discrimination occurred based upon evidence obtained in investigation.
The charging party may exercise the right to bring private court action.
Reasonable Cause
EEOC's determination of reasonable cause to believe that discrimination
occurred based upon evidence obtained in investigation. Reasonable
cause determinations are generally followed by efforts to conciliate the
discriminatory issues which gave rise to the initial charge. NOTE: Some
reasonable cause findings are resolved through negotiated settlements,
withdrawals with benefits, and other types of resolutions, which are not
characterized as either successful or unsuccessful conciliations.
Settlements (Negotiated)
Charges settled with benefits to the charging party as warranted by
evidence of record. In such cases, EEOC and/or a FEPA is a party to the
settlement agreement between the charging party and the respondent
(an employer, union, or other entity covered by EEOC-enforced statutes).
Successful Conciliation
Charge with reasonable cause determination closed after successful
conciliation. Successful conciliations result in substantial relief to the
charging party and all others adversely affected by the discrimination.
Unsuccessful Conciliation
Charge with reasonable cause determination closed after efforts to
conciliate the charge are unsuccessful. Pursuant to Commission policy, the
field office will close the charge and review it for litigation consideration.
NOTE: Because "reasonable cause" has been found, this is considered a
merit resolution.
Withdrawal with Benefits
Charge is withdrawn by charging party upon receipt of desired benefits.
The withdrawal may take place after a settlement or after the respondent
grants the appropriate benefit to the charging party.
.
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