The EEOC will inform the charging party and the employer of its findings. It will attempt to reach conciliation with the employer to remedy the situation. If the conciliation is not successful, the EEOC may initial legal action on its own on behalf of the employee or it may issue a right to sue letter to the employee.

• 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?
• Does my state also have anti discrimination laws that protect me as an employee?
• What are some of the major anti discrimination laws at the federal level?
• Can employers really discriminate against employees for any reason?