eeoc-charge-of-discrimination

name	eeoc-charge-of-discrimination
title	EEOC Charge of Discrimination
description	Drafts an EEOC Charge of Discrimination (Form 5) for federal administrative complaints under Title VII, ADEA, ADA, GINA, and EPA. Verifies jurisdiction and timeliness, builds a prima facie narrative from uploaded documents, and structures relief. Use when drafting employment discrimination, harassment, retaliation, failure-to-accommodate, or hostile work environment charges requiring EEOC filing before federal litigation.
author	CaseMark
author_url	https://github.com/CaseMark/skills/tree/main/skills/legal/eeoc-charge-of-discrimination
license	Apache-2.0
version	0.1.0
execution_mode	open
jurisdiction	us
practice	employment
language	en

EEOC Charge of Discrimination

Drafts a jurisdictionally sufficient EEOC charge that satisfies administrative exhaustion and preserves the right to sue.

Prerequisites

Collect before drafting:

1. Complainant — name, address, phone, email, job title, hire/termination dates
2. Respondent — legal entity name, address, employee count, HR/legal contact
3. Timeline docs — adverse action notices, performance reviews, disciplinary records, communications
4. Protected class basis — race, sex, age, disability, etc. with supporting facts
5. Comparators/witnesses — names, titles, treatment differentials
6. Filing deadline — date of last discriminatory act

Quick Start

1. Run jurisdiction and timeliness check
2. Complete complainant and respondent sections
3. Identify statutory basis and adverse actions with exact dates
4. Draft chronological factual narrative
5. Specify relief requested with applicable damage caps
6. Add verification block per 29 C.F.R. § 1601.12

Core Workflow

1. Jurisdiction & Timeliness

Factor	Rule
Title VII / ADA / GINA	≥ 15 employees (payroll method, 20+ calendar weeks)
ADEA	≥ 20 employees; complainant ≥ 40 at time of adverse action
Filing — non-deferral state	180 days from discriminatory act
Filing — deferral state	300 days (FEPA worksharing agreement)
Continuing violation	Use final incident date for hostile environment claims

Flag whether dual-filing with state FEPA is appropriate to preserve state claims and extend the deadline to 300 days.

2. Complainant Section

• Full legal name, address, phone, email
• Employment status (current / former / applicant), job title, department, supervisor, hire and separation dates
• Protected class membership — stated as fact, not legal conclusion
• Prior EEOC/FEPA charge number if applicable

3. Respondent Section

• Legal entity name (not trade name/DBA), principal address, phone
• HR director or registered agent, employee count, coverage statute(s)
• FEIN if available; parent/subsidiary or joint employer relationships if relevant