At the same time, there are limits in time for filing of the suit and the first of these is that the suit must be filed within 180 days from the date of violation. This period is extended to 300 days if the charge is also covered by the state or local anti-discrimination law. For charges under ADEA, only the state limits are valid, and this may be 300 days. For the Equal Pay Act, there is no requirement for filing charges with the EEOC to be able to go to the court. Whenever any discrimination is suspected, it is best to directly approach EEOC. In addition to the laws listed above, many states and areas have anti-discrimination laws, and agencies to enforce them.
These are generally referred to as "Fair Employment Practice Agencies" by EEOC. They act in co-ordination with EEOC for duplication of effort to be avoided. This is through the practice of dual filing of the incident with EEOC by the FEPA when there are both state and federal laws relating to the crime. Similar dual filing is also done by EEOC when the case reaches it first. When the case involves U.S. citizens outside the territorial limit of the U.S., or the territories covered under the U.S. laws, then one can still file an application with EEOC at the nearest office of EEOC. When the nearest office is not known, then the charges may be filed with any other EEO office. (Filing a Charge of Employment Discrimination) it is thus clear that for all forms of discrimination, individuals have to first file charges with EEOC.
The last of the sources of the solution of these problems through mediation. This process is an alternative to the standard investigation or litigation. In this process not courts are involved, but a neutral third party looks into the case, along with the two parties so that a solution can be reached....
However, the acceptance of mediation is totally voluntary for both the parties. Mediation gives both the parties a chance to discuss the issues that have been mentioned in the charge, and find areas of agreement within them, and then prepare a resolution incorporating the matters that they have agreed on. The solution to the charges is not reached by the mediator, but the mediator helps them only to reach an agreement. The entire process of mediation is kept totally confidential and is not even mentioned to other, non-concerned employees of EEOC. (Facts About Mediation) This is thus an organization totally responsible for solving the problems that arise between the employees and the employers of discrimination and its role has also been recognized by the Supreme Court. Thus for any resolution of any disputes in that matter, one can go this institution, rather than any court.
References
Facts About Mediation" (November 1, 2004) the U.S. Equal Employment Opportunity Commission. Retrieved at http://www.eeoc.gov/mediate/facts.html. Accessed on 6 May, 2005
Filing a Charge of Employment Discrimination" (August 13, 2003) the U.S. Equal Employment Opportunity Commission. Retrieved at http://www.eeoc.gov/charge/overview_charge_filing.html. Accessed on 6 May, 2005
Holding, Reynolds. (October 7, 2001) "Millions are losing their legal rights Supreme Court forces disputes from court to arbitration - a system with no laws." San Francisco Chronicle. Retrieved at http://www.sfgate.com/cgi-bin/article.cgi?file=/chronicle/archive/2001/10/07/MN61162.DTLAccessed on 6 May, 2005
Laws Enforced by the EEOC" (January 15, 1997) the U.S. Equal Employment Opportunity Commission. Retrieved at http://www.eeoc.gov/policy/laws.html. Accessed on 6 May, 2005
