This is good advice. I am retired after 26 years with EEOC. Stick to the facts. Do not embellish. Prove that you were discriminated against based on one or more of the following: age, race, national origin, religion, disability or sex. “My boss is an a**hole” unfortunately is not discrimination. And, finally, do not become discouraged due to the amount of time that an investigation takes: it can be a long, tedious process.

Wish we could just go to work peacefully, make a livable wage, and go home. Why are there people in existence who insist on making others miserable!?

Right. Being nice doesn't pay off in this type of fight. Any slack you give, will just be taken advantage of, and seen as weakness. There is no pay back from the other side for making allowances. You have to play hardball, mercilessly; don't try to accommodate anything, leave no stone unturned. After all, that's what they're doing to you ! It's an uneven fight, as they have open-ended resources etc., but the more you stay at it and tough it out, the more even it gets, and you discover your adversaries are also just cooking with water.

Oowww this is a GOOD one, I could talk about this one ALL DAY LONG!! I feel THIS is where ALOT of us "lose it"... If I had to add a #6 (bc no one asked for my unsolicited advice 😏😏) I would say, Leave the EMOTIONS for the 'bedroom talk'.. Meaning, we all understand that we are passionate about our cases and what our employers did to us in the Discrimination however when we become emotional and speaking about it we tend to say too much that steers the discrimination into hurt feelings and not a matter of  breaking the law.. I feel like what a lot of people misunderstand about the EEOC is that the EEOC is not our attorney and they are not the agencies attorney. The EEOC can only fight what the law says and if you bring your 'emotions' rather than the Law under which the EEOC has set out for us to claim.. and how the agency BROKE the law and it's discrimination towards us that's when we live to fight another day.. That's giving them something undeniable to work with.. It's all a process.. Albeit long, drawn out and strenuous, it's a process...

#5 equates to “anything you say can and will be used against you in a court of law”. Reason why pleading the 5th is a right in the first 10 amendments of the Constitution.

Haha and to think, LITERALLY all I wanted was my job back bc I was terminated bc someone didn't like me and the fact that I stood up for myself... Never thought about backpay or anything like that.. I just wanted my job back under a new supervisor and they said "NO".. Smdh.. 3 yrs later.. Welp, got that and then some.. Who would havr thunk 🤷🏾‍♀️🤷🏾‍♀️🙄🙄

I got 3 charges against my billion dollar company, discrimination due to disability, discrimination due to sex , and retaliation

Thank you for videos like these I’m going up against my former employer. I have quite a few jobs that I could have filed on, I just did not have the energy, discrimination and sexual harassment happens all too often in the workplace

I enjoy your videos…especially because my local Division of Human Rights just gave me a No Probable Cause and now I am asking for an appeal with EEOC…. uggg this process is exhausting and depressing, but you don’t want someone to get away with hurting you in any way

If it was about money I would never file this complaint but my reputation has been so harmed that this is my only way out. 😢

I said in good faith that I wasn’t disabled I just can’t breath 6:08 … before I studied ADA Definitions also second year I issues grew into a mental condition which they only acknowledged and only offered unpaid medical leave not ADA-accommodation that was stated by my PCP on several forms.  Thanks again Lisa.  Discovery is closing Friday.  I may have to do a motion to compel for items they did not respond to.

You’re helping me with my pending discrimination lawsuit. Really considering representing myself. I saw your video on that issue too. Thank you!!!!

Hey, I want to talked about the compensation part. You are right that it is not about the money. It was never about the money, but is better than nothing. However, this is what I had to learn for the compensation. If you are terminate or have a job rescinded because of discrimination reasons. When the employer or government agencies have to do a settlement. They will want to know if you had a job or was working during the process. If you do tell them or you are force to provide that information. You will have some of your compensation deduct or substrate. Frankly, I don't agree with this rule at all. However, they tried it in the future

From my experience--- you will get NO resolve from eeoc!
Eeoc and federal employers are in cahoots.
Get an employment lawyer -- bypass EEOC completely--
File case in district court

( from my experience) you having a lawyer is the ONLY way to have your claim taken seriously

Great video, I handled disability discrimination  cases for my federal union, in front off the EEOC administrative judges, I have always tried to let employees know that the truth as they normally know it is not the legal truth. Legal truth is the facts in the case and the way the case is built.  The idea is to hook or persuade the judge, sometimes things don't seem true to employees when put in a legal context but the truth based on the facts is completely different than the truth as we normally view it.  All words used should help you  meet your Burdon of persuasion ( not Burdon of proof ).  I once had a case where the judge directly asked the person who I was representing a question he did not know how to answer. He answered I don't Know Why they did what they did ??? Fortunately  the context of the question asked by the judge made the answer not that damaging. But the defendants attorney most certainty used it against him at MSJ. She put the answer in a context that favored her. The judge denied the defendants MSJ and we settle the case.

You have been so helpful. Thank you from the bottom of my heart.

Did your director get yearly bonuses?  Is there a risk that they would have to return those bonuses if it was determined that they discriminated against you and failed to accommodate you? If yes, and if you filed your complaint 5 years ago, would they have to pay back every bonus they received for the last five years? I'm thinking that this issue alone could answer the "why" question about why they continue to be passive-aggressive and harass the victim - i.e. the motivation. Their intention is to discredit the victim because of what is at stake if the victim wins. The person commiting the abuse may stand to lose a lot of money -  the bonus money they earned under false pretenses.

Never confess anything

This is gold!!! Thank you!

This is great advice! Thank you!