Drafting EEOC charges requires extensive fact-gathering, legal research on protected classes and jurisdictional requirements, and careful narrative construction to meet strict filing standards. Employment attorneys spend 4-5 hours per charge manually researching EEOC guidelines, organizing client information, and crafting compliant statements of particulars.
Employment attorneys spend 4-5 hours drafting EEOC Charges of Discrimination, meticulously gathering facts, establishing jurisdiction, building prima facie cases, and ensuring compliance with complex federal requirements. Missing critical elements or filing deadlines can jeopardize clients' rights and potential remedies. The administrative burden prevents attorneys from focusing on case strategy and client counseling.
CaseMark analyzes your case documents and automatically generates comprehensive, legally sufficient EEOC Charges in under 20 minutes. The system ensures all jurisdictional requirements are met, builds strong prima facie cases with proper comparator evidence, and formats charges for immediate filing while preserving all available claims and remedies.
This workflow is applicable across multiple practice areas and use cases
Employment transactional attorneys need to draft EEOC charges when advising individual clients on discrimination claims or when handling pre-litigation employment disputes.
Transactional employment attorneys often represent employees in discrimination matters before they escalate to litigation, making EEOC charge preparation a critical pre-suit document in their practice.
Healthcare employers face frequent EEOC charges related to ADA accommodations, pregnancy discrimination, and disability discrimination requiring specialized charge responses and compliance.
Healthcare law practitioners regularly handle employment discrimination matters specific to medical facilities, including disability accommodations for healthcare workers and patient care-related discrimination claims.
General litigation practitioners who take on employment discrimination cases need efficient tools to prepare EEOC charges as a prerequisite to federal court litigation.
Many general litigators handle employment discrimination matters as part of their broader practice and must file EEOC charges before pursuing Title VII claims in federal court.
CaseMark automatically verifies critical jurisdictional elements including employer size thresholds (15 employees for Title VII/ADA, 20 for ADEA), statute of limitations compliance (180 or 300 days based on deferral state status), and proper identification of protected bases. The system cross-references your case facts against federal requirements to ensure the charge establishes EEOC authority to investigate and preserves your client's right to file subsequent litigation.
At minimum, you need client intake information, employment records showing the adverse action, and a timeline of discriminatory events. Optional documents like performance evaluations, emails, witness statements, and comparator evidence strengthen the charge significantly. CaseMark extracts relevant facts from all uploaded materials to build the most comprehensive charge possible based on available evidence.
Yes, CaseMark handles charges involving multiple protected characteristics such as race, sex, age, disability, and retaliation simultaneously. The system clearly delineates how each protected basis relates to the discriminatory conduct, preserves all potential claims, and ensures the factual narrative supports each theory of discrimination to maximize investigation scope and settlement leverage.
CaseMark identifies and organizes comparator evidence showing similarly situated employees outside the protected class who received favorable treatment. The system highlights inconsistencies in employer justifications, temporal proximity between protected activity and adverse actions, departures from established procedures, and other pretext indicators. This structured approach ensures your charge presents compelling circumstantial evidence of discriminatory intent.
Yes, CaseMark formats charges for direct submission through the EEOC public portal or printing on official EEOC Form 5. The output includes all mandatory elements required by 29 C.F.R. § 1601.12, proper verification language, and signature blocks. You can file immediately after attorney review, with proof of timely filing preserved through the system's documentation.