No, the U.S. Supreme Court made clear in McDonnell Douglas v. Green (1973) that the EEOC’s finding of no reasonable cause for discrimination does not prevent a subsequent employment discrimination lawsuit. Similarly, courts have determined that an EEOC finding of reasonable cause of discrimination does not mean that a plaintiff-employee has established a basic claim of discrimination.

The U.S. Supreme Court ruled in Chandler v. Roudebush (1976) that prior EEOC administrative findings may be admitted as evidence under the federal rules of evidence. Trial judges generally have the discretion to determine the admissibility of such administrative agency findings. Remember that the existence of discrimination still depends upon the facts of particular cases, not upon the EEOC’s findings. Some courts have determined that EEOC findings have limited probative value.

• What if the EEOC does not find there has been discrimination?
• What is a right to sue letter?
• What if the EEOC finds there has been discrimination?
• What happens once an employee files a charge of discrimination?
• What are the time limits for filing an Equal Employment Opportunity Commission (EEOC) charge?
• How does an employee file a claim under Title VII or other federal employment law?
• What if an employer has multiple reasons for taking adverse action against an employee a discriminatory reason and a lawful reason?
• Who was Griggs in the Griggs v. Duke Power case?
• When did the U.S. Supreme Court first recognize that Title VII included disparate impact claims?
• What is an example of an employer policy that would be considered disparate impact?
• What are the two main types or theories of discrimination?
• Does Title VII apply to just intentional discrimination?
• Which states prohibit employment discrimination based on sexual orientation for public employees only?
• What states have laws that prohibit discrimination against employees (public and private) because of sexual orientation?
• Since Title VII does not protect employees from discrimination based on sexual orientation does that mean these employees have no protection?
• TitleVII protects individuals based on their gender, but does it protect people because of their sexual orientation?
• Does Title VII protect individuals of all races?
• What types of discrimination does Title VII prohibit?
• Does Title VII apply to all employees?
• What is Title VII?