Van Nuys EEOC Attorney

Employment Law Insight From Both Sides for Your EEOC Claim in Van Nuys, CA

Workplace discrimination, harassment, retaliation, or a denied reasonable accommodation can raise issues under more than one employment law. We help Van Nuys workers preserve evidence and determine whether an Equal Employment Opportunity Commission (EEOC) charge, a California Civil Rights Department (CRD) complaint, or another legal step fits their circumstances.

K2 Employment Law focuses strictly on employment law and represents employees in workplace disputes. We provide guidance before a charge is filed, while an agency matter is pending, and if court action becomes appropriate after the required administrative procedures.

When Workplace Conduct May Support an EEOC Charge

An EEOC charge may involve discrimination based on race, color, religion, sex, pregnancy, national origin, age for workers 40 or older, disability, or genetic information. It may also concern harassment, wrongful termination, unequal pay, demotion, or another adverse employment action tied to a protected characteristic.

Employment issues that may support a charge include:

• Discriminatory treatment: An employee is treated differently in hiring, pay, assignments, promotion, discipline, or termination because of a protected characteristic.
• Workplace harassment: Unwelcome conduct tied to a protected characteristic affects an employee’s working conditions.
• Failure to accommodate: An employer rejects or fails to address a qualifying disability or religious accommodation request.
• Retaliation: An employer takes action against a worker who reports discrimination, files a charge, or participates in an investigation.

What Happens After You File an EEOC Charge

A Charge of Discrimination is a signed allegation asking the EEOC to address unlawful workplace conduct. Intake may begin through the agency’s Public Portal, with the Los Angeles District Office conducting intake by telephone, video, or in person.

The administrative process may involve:

• Intake and charge preparation: The worker provides dates, employer information, relevant events, and supporting records.
• Employer notice: After a charge is filed, the employer receives notice and may submit its position and supporting evidence.
• Voluntary mediation: The agency may invite the parties to pursue a negotiated resolution with a neutral mediator.
• Investigation: The agency may request documents, interview witnesses, or seek additional information before completing its review.
• Further legal action: A Notice of Right to Sue, which authorizes a worker to pursue certain claims in court, may become relevant after the administrative process or once the requirements for requesting one are met.

We can organize employment evidence, prepare responses, monitor procedural developments, and communicate with clients about the claim. If litigation becomes appropriate, we’re prepared to represent them in court.

How EEOC & California Filing Rules Overlap

The EEOC and the CRD enforce overlapping protections, but their requirements aren’t identical. Filing with one agency can affect how a related claim proceeds, so the choice may depend on the conduct, employer size, available claims, and desired next steps.

For many covered federal discrimination claims in California, the EEOC filing deadline is 300 days from the alleged unlawful employment practice. California employment discrimination complaints filed with the CRD generally have a three-year deadline. Different rules may apply to particular claims, so employees should not assume that an internal complaint, ongoing investigation, or settlement discussion pauses a filing deadline. 

Coverage also varies. Many EEOC discrimination protections apply to private employers with at least 15 employees, while age discrimination coverage generally begins at 20 employees. California protections can apply to smaller employers in some circumstances. We examine these rules together rather than assuming one administrative path fits every worker.

Employer-Side Insight Informs Your EEOC Strategy

Founding attorney Douglas H. Hoang has decades of employment law experience, including prior work defending employers. That background helps us anticipate how an employer may explain its decisions, challenge a worker’s evidence, or respond to allegations of discrimination and retaliation.

We tailor our strategy to each worker’s goals and provide updates as the claim develops. Whether the process involves an agency proceeding, negotiations, or possible litigation, clients receive guidance shaped by experience representing both employees and employers.