EEOC Claims

EEOC Claims in Fort Lauderdale

Representing Broward County Employees Since 1982

Before an employee can sue an employer for discrimination in federal court, they must first file a charge with the EEOC or the applicable state agency. That administrative step isn’t a formality. How the charge is drafted and supported shapes everything that follows. At The Amlong Firm, we’ve represented employees in Broward County and throughout South Florida since 1982, and our practice covers the full range of discrimination claims, including race and sex discrimination, sexual harassment, disability discrimination, age discrimination, and retaliation.

We approach every EEOC claim with the same preparation we’d bring to trial. That matters most during the EEOC’s mediation and conciliation stages, where a thoroughly documented charge gives the employer little room to minimize what happened. If mediation doesn’t resolve the matter, we can be ready to move directly to court.

EEOC deadlines in Florida are strict, and missing one can forfeit your right to sue. Call The Amlong Firm today at (954) 953-5490 to discuss your situation in a confidential consultation.

Trial-Ready Preparation From Day One

Our team brings 132 years of combined experience to employment cases, and every attorney on it knows that a weak administrative record is difficult to repair later. We build charges with the detail and documentation a court would require, which also happens to be what can move employers toward meaningful settlements before litigation becomes necessary.

Founding attorney Karen Coolman Amlong has spent decades at the forefront of employment and civil rights law. She was the first woman elected as a state legislator from Broward County, and our firm secured Florida’s first multimillion-dollar sexual harassment judgment. That history isn’t a credential we display for its own sake. It reflects the seriousness with which we approach every case that comes through our door, regardless of the employer’s size or resources.

Filing Deadlines for EEOC Charges in Florida

Florida is a deferral state, meaning the EEOC charge-filing deadline is 300 days from the date of the discriminatory act rather than the 180-day period that applies in states without a parallel state agency. If you file instead with the Florida Commission on Human Relations (FCHR), the state agency that handles civil rights complaints under Florida law, the deadline is 365 days from the alleged violation.

The deadline calculation isn’t always straightforward. Two rules determine where your clock starts:

Discrete acts: A single termination, demotion, or denial of promotion carries its own separate deadline running from that specific event.
Continuing violations: For an ongoing pattern such as hostile work environment harassment, the continuing violation doctrine can run the clock from the most recent act in the pattern rather than the first one.

The distinction matters because employees sometimes wait, hoping the situation will improve, before seeking legal help. If you’re unsure where your deadline falls, reaching out sooner is often the safer choice.

How the EEOC Charge Process Works

The formal document filed with the agency is the Charge of Discrimination (EEOC Form 5), which must be signed by the employee making the claim. Charges for this region are handled through the EEOC Miami District Office in Miami. Filing can also be initiated online through the EEOC’s public portal.

Under the EEOC-FCHR work-sharing agreement, filing a charge with one agency preserves your rights with the other. The agency that receives the charge first typically retains it for investigation while cross-filing it with the other, so you generally don’t need to file twice.

After the charge is filed, the process follows a defined sequence:

Employer notification: The EEOC notifies the employer that a charge has been filed.
Voluntary mediation: The agency may invite both parties to mediation before a formal investigation begins. This is where thorough early preparation pays off.
Investigation: If mediation doesn’t resolve the matter, the EEOC investigates and issues either a reasonable-cause finding or a dismissal.
Notice of Right to Sue: In most cases, the charging party receives a Notice of Right to Sue, which opens a 90-day window to file a federal lawsuit.
Early right to sue: If the EEOC hasn’t resolved the charge within 180 days, you may request an early Notice of Right to Sue and proceed to court without waiting for the investigation to conclude.

Hear From Our Happy Clients

Recognized for Results in Employment Law

When an EEOC claim can affect your career and your livelihood, the firm you choose should have a record that speaks for itself. The Amlong Firm has earned recognition from respected legal organizations for our work in employment litigation, and our practice is devoted entirely to litigation, not divided across unrelated areas. That focus includes victories that have reached the U.S. Supreme Court. The clients who have worked with us can speak to what that commitment looks like in practice.

“Bill and Karen Amlong are the best employment lawyers that I know.”
“I have referred them several employment-related cases and they always get the job done. If you have an employment law question you should call The Amlong Firm.”

Attorney Sam C. (Endorsing Bill and Karen Amlong)
“She was a beacon of trust and strength.”
Karen is experienced, sharp, and driven by a pure and unrelenting sense of justice. During one of the hardest times in my life, she was a beacon of trust and strength. I recommend her in the strongest terms.

Tannen C.
“I was extremely pleased with Karen's strategy and results”
Ms. Amlong represented me as a 16b officer in a public company in a labor and harassment suit against my former employer. We were up against a giant with a powerful NY law firm across the table. Her experience and expertise allowed her overlook their intimidation and shame tactics and as a result, she was able to keep me calm and focussed on what was important versus reacting emotionally to their nonsense. While the matter was resolved under confidential terms, I was extremely pleased with Karen's strategy and results from same. I would highly recommend her.

Vickie A.
“Wonderful, skilled and caring lawyers. The team works hard.”
“The team cares about integrity and the truth. The team fights for what's right and fights within the confines of the law. They are 'by the book' even when the other side isn't.”

Maya (Gender Discrimination)
“The Amlong Firm not only fought on behalf of myself, but also for my family in regards to the harm they suffered while I was forced to endure the harassment, hostile environment, and retaliation.”
“I decided to take action against the sexual harassment, hostile working environment, and retaliation that I faced while working as a firefighter. They were very transparent on how tough and long this process could take when attempting to go against a City.”

Melissa (Sexual Harassment, Gender Discrimination, Retaliation)
“Bill has helped many people in this community in tough times of desperate need and gotten them through crisis and can do the same for you.”
“I endorse this lawyer. I would certainly call him for my own family's issues should they ever arise.”

Attorney David H. (Endorsing Bill Amlong)
“Karen provided me with all of the information needed to enable me to make sound decisions supported by her recommendations each step of the way.”
“Her strategy and control of the process resulted in a fair settlement without having to go through a trial by jury.”

Jane (Age Discrimination)
“Karen is one of the finest employment lawyers in the state and likely beyond.”
“Not only knowledgeable on the substantive areas of the law, but also well-versed and skilled as a trial lawyer. I fully endorse this lawyer.”

Attorney Arthur S. (Endorsing Karen Amlong)

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What an EEOC or FCHR Claim Can Recover

The remedies available through an EEOC or FCHR claim depend on which law covers your situation and the size of your employer. The damages framework differs depending on whether you proceed under Title VII or the Florida Civil Rights Act (FCRA).

Florida Civil Rights Act: Punitive damages for private employees are capped at $100,000, but there is no cap on compensatory damages.
Title VII: Combined compensatory and punitive damages are capped based on employer size. For employers with 15 to 100 employees, the combined cap is $50,000. Larger employers face higher caps.
Other remedies: Both frameworks allow for back pay, front pay, reinstatement, and attorney’s fees depending on the facts and outcome.

Whether you file under state law, federal law, or both affects the remedies available to you. We assess which approach fits the facts of your case before the charge is filed.

Talk to an Employment Attorney About Your EEOC Claim

EEOC deadlines are firm, and the record built during the administrative process can define what’s possible in court. If you believe you’ve faced discrimination, harassment, or retaliation at work, contact The Amlong Firm to speak with one of our employment attorneys in a confidential consultation.

Don’t wait until a deadline forces the decision. Call us at (954) 953-5490 to get started.

Protected Categories Under Federal Anti-Discrimination Laws

An EEOC charge can address discrimination based on a range of protected characteristics. The three primary federal laws enforced by the EEOC each cover distinct categories and apply to employers above defined size thresholds:

Title VII of the Civil Rights Act: Covers discrimination based on race, color, religion, sex, and national origin. Applies to employers with 15 or more employees.
Americans with Disabilities Act (ADA): Covers discrimination based on disability, including failure to provide reasonable accommodation. Also applies to employers with 15 or more employees.
Age Discrimination in Employment Act (ADEA): Protects workers age 40 and older from age-based discrimination. Applies to employers with 20 or more employees.
Retaliation: All three laws separately prohibit retaliation against an employee for reporting discrimination, filing a charge, or cooperating in an investigation. A retaliation claim can stand even when the underlying discrimination claim does not succeed.

Florida’s Civil Rights Act tracks federal protections closely and is enforced through the FCHR. Filing with either agency under the work-sharing agreement preserves your options under both state and federal law.

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