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The EEOC Mediation Program:
After you file a charge of discrimination with
the EEOC, your case will often be sent straight
into mediation. The EEOC has employees who
are specially trained to mediate employment
discrimination cases. In the typical mediation,
the employee and his or her attorney meet with
the employer and its attorney and the
mediator. This usually will occur within about
two months after the charge of discrimination
is filed.
At the mediation of your charge of
discrimination, the mediator will usually have a
joint meeting of all parties in which the
attorneys for the parties will make brief
opening statements. These statements can be
important because each side might not know a
lot about the other side's position.
After this opening session, the mediator will
usually go back and forth between the parties
and try to get them to come to an agreement
on a settlement of the dispute. The most
important element in this process is that it is
confidential. Nothing that is said can be used
against either party later.
After you file a charge of discrimination with
the EEOC, your case will often be sent straight
into mediation. The EEOC has employees who
are specially trained to mediate employment
discrimination cases. In the typical mediation,
the employee and his or her attorney meet with
the employer and its attorney and the
mediator. This usually will occur within about
two months after the charge of discrimination
is filed.
At the mediation of your charge of
discrimination, the mediator will usually have a
joint meeting of all parties in which the
attorneys for the parties will make brief
opening statements. These statements can be
important because each side might not know a
lot about the other side's position.
After this opening session, the mediator will
usually go back and forth between the parties
and try to get them to come to an agreement
on a settlement of the dispute. The most
important element in this process is that it is
confidential. Nothing that is said can be used
against either party later.
Other issues:
Sexual harassment
and the charge
filing process, click
here.
Sexual harassment
and the litigation
process, click here.
Sexual harassment
and the charge
filing process, click
here.
Sexual harassment
and the litigation
process, click here.
| A Kansas employment attorney representing Kansas employees in sexual harassment disputes |
| MICHAEL M. SHULTZ Johnson County and Lawrence, Kansas 913-385-9955 Phone 866-385-9955 Toll free e-mail us Working with clients throughout Kansas, including Johnson County and Sedgwick, Douglas and Shawnee Counties, including the cities of Kansas City, Kansas, Overland Park, Olathe, Wichita, Topeka, Lawrence, Salina, Manhattan and Emporia. The information in these pages is intended for Kansas employees who are interested in sexual harassment law. 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. |
MICHAEL M. SHULTZ A Kansas Sexual Harassment Attorney for Kansas Employees |
913-385-9955 |
| Located in Johnson County and Lawrence, Kansas 913-385-9955 email us |