On October 14, 2020, the EEOC issued a final rule, 29 CFR 1601 & 1626, for charges of employment discrimination. The key to this rule is to clarify that just because EEOC makes a "no cause" determination, that doesn't mean there is no discrimination and a victim can still hire an attorney and pursue a private lawsuit against their employer. While this change is minor in law, it's very important to clarify victim's rights.
Specifically, the rule now includes a notice to the victim of their right to file a lawsuit (within 90 days of receipt of the determination) and clarifies that a "no cause" determination doesn't mean that the "claims have no merit." Now, the Dismissal and Notice of Rights will read as follows:
The EEOC issues the following determination: The EEOC will not proceed further withTo be clear, the point of this change is to make sure everyone understands that "even
its investigation, and makes no determination about whether further investigation would
establish violations of the statute. This does not mean the claims have no merit. This
determination does not certify that the respondent is in compliance with the statutes. The
EEOC makes no finding as to the merits of any other issues that might be construed as
having been raised by this charge.
after the EEOC has decided not to proceed further with its investigation, private proceedings or
litigation may lead to court findings of discrimination or settlements for the charging parties."
Additionally, the rule clarifies deferrals to state agencies and it provides for the digital transmission of documents by way of providing access to a system with a unique login to retrieve documents. However, don't worry if you aren't tech savvy because the EEOC will mail hard copies to the parties if the system records no access for a reasonable time.
