First Case and Concerned
I filed an EEOC charge a few weeks ago against my employer. The charge is now in the Investigation phase after the company declined/ignored early mediation (I signed the mediation agreement the same day it was offered).
-Discriminated of protected status
Quick Background / Timeline (6+ months of issues):
• Hired for a consistent Monday-Friday 40-hour schedule.
• Scheduling quickly became unstable. I was the only one repeatedly forced onto weekend shifts (often working 6-8 consecutive days) while junior employees and others with less seniority had their requested days and preferences honored.
• I raised concerns multiple times with my branch manager about fair rotation, transportation limitations (protected medical-related issue), and exhaustion from overwork. He initially acknowledged my situation and promised a more stable weekday schedule, but it never materialized.
• On weekends I am required to perform higher-paid duties while being coded and paid at the regular/lower rate. I have written admission from management that this work is paid at the higher rate on weekdays, but they refuse to apply it on weekends. I was told to stop asking about the higher pay yet still required to perform the duties. They pay others the correct pay when doing it- just not on weekends.
When I escalated these issues internally, things got worse:
• I received a Final Written Warning shortly after going above my manager to report that I felt targeted due to my gender for something many employees do without issue. (Which I did repeatedly over the 6 months she ignored)
• Regional HR provided false information during the internal investigation, co-signed and allowed a write-up that misgendered me (which they refused to fix).
• There appears to have been a confidentiality breach when my protected concerns were discussed with others.
• They claimed certain conversations never happened, even though I have them in writing via text. I also have audio recordings (legal in my state as one-party consent).
+ MORE it’s so detailed out that I don’t want to list everything I have.
I prepared heavily before filing so I could rebut their expected defenses by first seeking internal resolution. Now we’re in the investigation phase awaiting their Position Statement.
I have strong documentation: full text message threads, comparator schedules, paystubs, handbook excerpts, post orders, emails, and audio recordings.
PSA: I am already aware of their defense due to seeking internal resolve and not saying I’ll win-but it’s not looking good for them.
I’m nervous because this is my first EEOC case and I know it can be a long process. What should I expect ? Will cause be found ?