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Investigation of Discrimination Complaints offered by U.S. Equal Employment Opportunity Commission

909 1st Avenue, Suite 400, Seattle, WA 98104

Located on the block between Madison St and Marion St. Call King County Metro at (206) 553-3000 or visit http://tripplanner.kingcounty.gov/ for public transit information.
Eligibility
Anyone with a complaint about discrimination in employment where any of the following is a factor:  
  • Age (where the employee is age 40 or older)
  • Disability
  • Gender Identity
  • Genetic Information
  • National Origin
  • Pregnancy
  • Race/Color
  • Religion
  • Sex
  • Sexual Orientation
In general, charge must be filed within 180 calendar days from the day the discrimination took place. The 180 calendar day filing deadline is extended to 300 calendar days if a state or local agency enforces a law that prohibits employment discrimination on the same basis.    Generally, businesses investigated must have at least 15 employees.
Hours
M-F, 8am-3pm. Office is closed daily from noon-1pm.
Languages
Spanish, Multi-lingual materials, Interpreter services
Application process
It is always best to contact EEOC promptly when discrimination is suspected. There are strict time limits within which charges must be filed. Submit an inquiry or schedule an intake interview either via phone or online. During the intake interview, you and an EEOC staff member will confidentially discuss the information you have provided, as well as your rights and responsibilities under the laws we enforce, our investigative process, and what happens after you file a charge. The interview will provide you with sufficient information to determine whether to proceed with filing a charge of discrimination. Once a charge has been filed, the agency is required to notify the employer that a charge has been filed against them. The charge may be filed on behalf of another person to protect their identity. In most cases, the EEOC can file a lawsuit to enforce the law only after it investigates and makes a finding that there is reasonable cause to believe that discrimination has occurred, and is unable to resolve the matter through a process called "conciliation. " The EEOC has discretion which charges to litigate if conciliation efforts are unsuccessful, and ultimately litigates a small percentage of all charges filed.
Fees
None.
Service area
US

Other Information

Languages

  • Multi-lingual materials
  • Spanish
  • Interpreter services

Disabilities & Health Conditions

  • General Disabilities
Enforces federal laws prohibiting employment discrimination. These laws protect against employment discrimination when it involves:
  • Unfair treatment
  • Unequal pay for equal work
  • Harassment by managers, co-workers, or others in the workplace
  • Denial of a reasonable workplace accommodation needed because of religious beliefs or disability
  • Retaliation because of a complaint about job discrimination, or assisted with a job discrimination investigation or lawsuit
Also enforces the Americans with Disabilities Act (ADA) which prohibits private employers and state and local governments from discriminating against qualified individuals with disabilities in employment, including hiring, promotions and firing.   Resolves complaints through conciliation or litigation where probable cause exists to believe that discrimination occurred.   Cannot process complaints of discrimination based on:
  • Marital status
  • Political ideology
  • Parental status
Many states and local jurisdictions have their own anti-discrimination laws, and agencies responsible for enforcing those laws (Fair Employment Practices Agencies, or FEPAs). If you file a charge with a FEPA, it will automatically be "dual-filed" with EEOC if federal laws apply. You do not need to file with both agencies.
Providing organization
U.S. Equal Employment Opportunity Commission
Investigates complaints of discrimination in employment. Also enforces the Americans with Disabilities Act (ADA) which prohibits private employers and state and local governments from discriminating against qualified individuals with disabilities in employment, including hiring, promotions and firing. Resolves complaints through conciliation or litigation where probable cause exists to believe that discrimination occurred.