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EEOC believes that discrimination has likely occurred and attempts to reach an agreement between all parties involved: The EEOC, the complainant and the respondent employer.
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Very similar to the mediation process, however, the EEOC is no longer a neutral party. As such, the EEOC may push additional stipulations such as requesting the employer display posters or institute an anti-discrimination policy.
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Because the EEOC does not solely represent the complainant’s interests, it is suggested that the complainant have attorney representation for Conciliation. In addition if your claim includes state law claims such as defamation, interference with a contract, or unpaid wages, you will need to negotiate settlement for these actions separate and apart from the EEOC as they only handle federal law violations.
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If Conciliation is successful, the parties generally sign a written agreement regarding the terms of the settlement.
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Conciliation can be the result of several meetings and phone calls over a period of time.
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