EEO Assistance - Seneca Scientific Solutions  Dean Seneca

EEO Assistance

Seneca Scientific Solutions+ believes in the diversity of our workforce by bringing broad skills, experiences, and capabilities together for the greater good of the Nation.  Diversity in gender, race, ethnicity and other unique aspects are what make America richly and wonderful to do the good work of Public Health and Urban & Regional Planning.

Equal Employment Opportunity (EEO) laws prohibit discrimination in the workplace.  The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information.  It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.

The EEOC has the authority to investigate charges of discrimination against employers who are covered by the law. Our role in an investigation is to fairly and accurately assess the allegations in the charge and then make a finding. If we find that discrimination has occurred, we will try to settle the charge. If we aren't successful, we have the authority to file a lawsuit to protect the rights of individuals and the interests of the public and litigates a small percentage of these cases. When deciding to file a lawsuit, the EEOC considers several factors such as the strength of the evidence, the issues in the case, and the wider impact the lawsuit could have on the EEOC's efforts to combat workplace discrimination.

Having been involved with several EEO’s with the federal government, Seneca Scientific Solutions+ can be considered an expert with EEO policies and the process for filing an EEO complaint.  Seneca Scientific Solutions+ provides employees assistance, legal guidance and strategies for filing successful EEO complaints.  Our goal at SSS is to improve working conditions, advance opportunities for credible employment and assure employee equal rights.  The average person is greatly taken advantage of if they don’t know the rules and regulations in the area of EEO law.

Services include:

  • Case Analysis
  • Fact Finding
  • Review, Development and Filing Assistance
  • Collaborating and obtaining witnesses
  • Official Representation
  • Appeals

Once you have filed a formal complaint, the agency will review the complaint and decide whether or not the case should be dismissed for a procedural reason (for example, your claim was filed too late).

There are special time limited procedures that federal employees must follow to pursue a discrimination complaint.  First, the employee must request EEO counseling within 45 calendar days of the event he or she feels was discriminatory.

This initial “informal” complaint period should last approximately 30 days, after which the employee is given a “final interview” and advised what management’s initial response to his or her complaint.  At that time if the employee is not satisfied, he or she is given the opportunity to file a “formal” complaint of discrimination within 15 days of receipt of the “final interview” letter.  This “formal” investigation period lasts 180 days, during which an investigator will interview all involved and concerned employees and write a report.  At the end of this period the employee should be provided with the “investigative report” and advised whether management is offering any remedy.  If not (which is usually the case), the employee is given the opportunity to file a request for a hearing.

When the investigation is finished, the agency will issue a notice giving you two choices: either request a hearing before an EEOC Administrative Judge or ask the agency to issue a decision as to whether the discrimination occurred.

Hearings at EEOC are held before an administrative judge who only hears discrimination cases.  The judge issues a decision in writing at some time after the hearing has been completed.

If the employee is still not satisfied with the result obtained at EEOC, he or she can file a lawsuit in federal District Court to pursue the matter further.

Please feel free to contact us today, we are not attorneys, but we are very good at what we do!

Seneca Scientific Solutions - Urban Planning, Public Health Consulting




Creating healthier and safer communities through evidence based practices!



 Cattaraugus NY 14719

 [email protected]