HOW WE HELP.
At EEO Legal Solutions, not all solutions are “legal” . . .
Wait a minute. That sounds bad.
At EEO Legal Solutions, we have other “tools” (e.g. insights, skills, solutions) in our toolbelts besides litigation. In fact, litigation is just one of many tools we use to SOLVE WORKPLACE PROBLEMS for both employers and employees.
That’s right, for both employers and employees.
Compliance, not conflict, is our focus. In our work with employers, we offer entertaining in-person and online training to ensure that employers have affordable compliance resources at their fingertips. We also partner with several excellent Human Resources (HR) consultancies to provide EEO legal counseling at a fraction of the cost of litigation defense attorney services. We strive to strengthen, not supplant, employers’ internal HR and EEO capabilities.
Unfortunately, employers who most need EEO compliance help seldom seek it. More often, they wait until an employee, or group of employees, has filed an EEOC charge, threatened or brought a lawsuit, or complained about discrimination. And by then, it is often too late for employers to limit their legal risk and certain expenses: the non-recoverable costs and legal fees are astronomical for employers. Good preventative practices (e.g., training, counseling, coaching) pay dividends.
EEO Legal, however, also litigates matters on behalf of employees who bring their matters in the public interest, specifically:
- • Systemic discrimination challenging employer practices that adversely impact groups of employees based upon race, ethnicity, gender, religion, and/or LGBTQ+ status, and,
- • Violations of the Americans with Disabilities Act of 1990 that affect more than one employee, mostly focusing on discriminatory policies and practices.
If you need our help or would like more information, please contact us and we will ask you to complete a Confidential Intake Form. Knowing a little more about your problem can help us decide whether we’re the best advocates or whether one of the many other qualified attorneys to which we refer could help better.
“Go where you’re needed and work yourself out of a job” is an old social work adage. Our goal is to work ourselves out of a job by achieving Title VII’s objectives: to guarantee an equal chance to compete for and keep jobs, without regard to race, ethnicity, gender, LGBTQ+ status, etc. Until then, we will continue to assist compliance-conscious employers and to help employees articulate their legal rights against non-compliant, recalcitrant ones.