Running a company in Chicago requires managing more than just producing the product or service. Owners of companies also need to manage their employees. This involves managing their work and ensuring they are completing their work properly and efficiently. However, it also involves managing their relationships with each other and their supervisors.
Owners need to hire employees, promote employees, discipline them, provide benefits and other perks and manage other aspects of their workforce. Especially when companies have a large workforce, but companies of all sizes will have employees who are upset with the way they have been treated or have disagreements with a supervisor. While these complaints may be somewhat common, there are some employee complaints that are more serious than others.
Complaints about discrimination may carry serious consequences and also outside investigations if the complaint is filed with the Equal Employment Opportunity Commission (EEOC). It is important to know the process and what to expect with an EEOC investigation.
Basic process for an EEOC investigation
After receiving the claim from the employee, the EEOC investigator will begin requesting information from the employer. The investigator may request a statement of position from company. The investigator may also request documentation on internal policies and the employees’ personnel file. There could also be an on-site visit to the company and the investigator may request to speak to a witnesses.
After the investigation, the company will be informed of the decision about whether discrimination occurred or not. If the investigator determines there was no discrimination, the matter is closed by the EEOC. If they do find there was discrimination, there may be a mediation scheduled to see if the company and employee can reach a resolution.
Managing employees is not always an easy task for business owners in Chicago. Part of managing the employees may include needing to cooperate with an EEOC investigation. These need to be taken seriously and providing accurate and complete information may benefit the company. Attorneys with experience can navigate the process for EEOC complaints and may be able to walk the person through the process.