Note: This focuses on Illinois employees working or applying for employment with private employers in Illinois. Federal employees or applicants should see EEOC regulations applicable to federal employee complaints.
What Information Must be Provided in the Charge of Discrimination?
There are several facts an employee must provide when filing a charge of discrimination with the EEOC. In particular, the employee (or complaining party) must provide his or her name, address, and telephone number. The employee must also provide the name, address, and telephone number of the employer that is alleged to have discriminated against the employee, and number of employees the employer has, if known. Finally, the employee must provide a short description of the event that caused the employee to believe that his or her rights were violated; and the date(s) of the alleged violation(s).
While the employee provides the information, the EEOC has intake coordinators who can gather the information from the employee during the interview (see Part II about setting up an appointment) and the coordinator can draft the charge for the employee. Again, be sure that the information the intake coordinator writes in the charge is accurate.
What Information Must be Provided in the Charge of Discrimination?
There are several facts an employee must provide when filing a charge of discrimination with the EEOC. In particular, the employee (or complaining party) must provide his or her name, address, and telephone number. The employee must also provide the name, address, and telephone number of the employer that is alleged to have discriminated against the employee, and number of employees the employer has, if known. Finally, the employee must provide a short description of the event that caused the employee to believe that his or her rights were violated; and the date(s) of the alleged violation(s).
While the employee provides the information, the EEOC has intake coordinators who can gather the information from the employee during the interview (see Part II about setting up an appointment) and the coordinator can draft the charge for the employee. Again, be sure that the information the intake coordinator writes in the charge is accurate.
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