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EEOC expands mediation and conciliation opportunities

The EEOC has increased the mediation and conciliation opportunities available to employers as part of its charge-handling procedures.

Mediation is the process employers are most familiar with. Some, but not all, charges are automatically eligible for mediation when a charge is filed with the EEOC. Employers will have noticed receiving a written offer to mediate (instead of investigating) with most charges. Although the EEOC hasn’t yet disclosed details, the EEOC has announced it will increase the types of charges automatically eligible for mediation. Employers are reminded that, when they receive notice of a charge without an offer to mediate, it is often an indication that the EEOC believes the charge raises possibly very severe allegations. Employers are always free to request mediation of such charges too, though the EEOC reserves the right to decline to undertake mediation in lieu of investigation.

Conciliation is less common. The EEOC is generally required to undertake conciliation before, itself, filing suit against employers in court. As part of its new initiative, and again without yet disclosing details, the EEOC has announced it will expand its conciliation efforts, including by requiring management within the EEOC to review settlement demands before they are even communicated to employers.

Employers facing charges of discrimination, or even possible litigation by the EEOC, should consider the availability of mediation and conciliation, especially under these expanded opportunities.

Interested in my thoughts on mediation?

Interested in mediation, even in the context of labor relations (union matters)? Check out this article, including my thoughts, by Law Week Colorado.