Participating in the Commission’s neutral complaint adjudication process is your opportunity to have your position considered. Motion for Extension of Time Why it is important to respond Notice of Filing and Certificate of Service This mailing includes a copy of the complaint, a deadline for submitting a written response, notice of your obligations as a respondent, and the following publication and forms to help you respond:
Mail within ten days of the filing, at the address the complainant listed for you in the complaint. If a discrimination complaint is filed against you, normally you will receive notice by U.S. Notice to respondents after a complaint is filed Although the Commission on Human Relations opposes and works to eliminate all forms of discrimination, it decides whether an ordinance violation occurred and orders remedies only after all sides have had an opportunity to be heard under the established procedures and only based on the evidence presented and the applicable law. The complaint only triggers a neutral investigation and adjudication process which leads to such a decision. 2-120-510(e),(f),(g), and (l), Chicago Municipal Code.Īccepting a complaint for filing does not mean the Commission has decided an ordinance violation occurred. The Commission’s Enabling Ordinance requires that we receive, investigate, and rule on each complaint filed. Who may file a discrimination complaint?Īnyone who believes he or she has been personally harmed by a violation of the Chicago Human Rights Ordinance or the Chicago Fair Housing Ordinance may file a discrimination complaint at the Commission on Human Relations. For more information about the kinds of discrimination these ordinances prohibit and what remedies the Commission can order if a respondent if found in violation, please see Discrimination Cases as well as the applicable Ordinances and Regulations.
The EEOC may grant you an extension or modify the information request, depending on the circumstances. If you need additional time to respond, or if you have questions or concerns about the type or amount of information that the EEOC has requested, contact the investigator assigned to the charge.The information you provide may cause us to dismiss the charge. The EEOC investigator may request documents, interviews, a conference or an on-site inspection. Respond to requests for additional information from the EEOC, even if you believe that the charge is frivolous.Consider EEOC mediation to resolve the charge quickly and confidentially, at no cost.However, at any point in the EEOC charge process, you may do so, if you would like. You are not required to hire a lawyer to help you draft a position statement or otherwise respond to a charge of discrimination.This is your opportunity to explain why the claims in the charge are incorrect or not illegal. The notice may ask you to provide a response to the charge (a "position statement" ). Follow the directions on the EEOC charge notice.A charge is a complaint of discrimination, not a determination that discrimination has occurred. It does not mean that you have violated the laws that the EEOC enforces.
The EEOC "Notice of a Charge of Discrimination" informs you that a complaint (a "charge of discrimination" or a "charge") has been filed against your business.
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