Addressing workplace discrimination is essential to mitigate the harm it can cause employees and the entire organization. Fortunately, any staff member can formally report these incidents, initiating the process of resolving them. Still, it can be challenging to determine the most appropriate course of action based on the incident’s details.
State and federal employment laws have provisions protecting employees against discrimination, offering various remedies depending on the circumstances. When facing discrimination and even retaliation at work, employees can choose from the following options:
- Approaching the employer to file an official complaint
- Consulting the Equal Employment Opportunity Commission (EEOC) or other relevant agencies on how to file a charge
- Proceeding by bringing about a lawsuit regarding the incident
- Addressing the complaint to the Office of the New York State Attorney General
Each option can come with varying deadlines and requirements, which can be helpful based on the case details. Most minor incidents involving discrimination may only require internal investigations and corrective actions issued by the employer. But sometimes, looking into these cases can reveal information that may lead to more severe issues, requiring intervention from the relevant authorities if needed.
Determining the most appropriate option
Determining how to report a discrimination incident can be challenging, especially if there are legalities that may cause complications. If you find yourself in a similar situation, consulting an attorney before taking any legal action could be helpful. Doing so can help you vet through options and make the most appropriate choice, considering the case’s unique circumstances. Legal guidance can also help resolve issues that may arise during the process and adequately meet deadlines.