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Privacy for employee to post a serious complaint
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<blockquote data-quote="hypocrisy" data-source="post: 892738" data-attributes="member: 9500"><p>I disagree with the other posters mostly due to your last sentence. If these are indeed serious charges of discrimination and hostile working conditions, you should absolutely file a grievance <strong>and </strong>an EEOC charge at the same time. You do not need a lawyer to file an EEOC charge although consulting one prior to doing so is not a bad idea. The reason for filing both is that there are time limits for both avenues (generally within 180 days for an EEOC complaint and the grievance time limits will be spelled out in your rider & regional supplement).</p><p></p><p>Oftentimes the Feds will want to wait until the grievance procedure is exhausted first but filing timely will preserve your right to follow up if necessary. I've also found that when the Union and the Company knows that there will be a Federal agency reviewing the settlement, it tends to promote combustion beneath posterior regions.</p></blockquote><p></p>
[QUOTE="hypocrisy, post: 892738, member: 9500"] I disagree with the other posters mostly due to your last sentence. If these are indeed serious charges of discrimination and hostile working conditions, you should absolutely file a grievance [B]and [/B]an EEOC charge at the same time. You do not need a lawyer to file an EEOC charge although consulting one prior to doing so is not a bad idea. The reason for filing both is that there are time limits for both avenues (generally within 180 days for an EEOC complaint and the grievance time limits will be spelled out in your rider & regional supplement). Oftentimes the Feds will want to wait until the grievance procedure is exhausted first but filing timely will preserve your right to follow up if necessary. I've also found that when the Union and the Company knows that there will be a Federal agency reviewing the settlement, it tends to promote combustion beneath posterior regions. [/QUOTE]
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