EEOC Attorney in St. Louis
Support for Employees Facing Workplace Injustice
If you are dealing with discrimination, harassment, retaliation, or a sudden job loss and are unsure what to do about the EEOC process, you are not alone. As a St. Louis-based employment law firm, Sedey Harper Westhoff helps employees understand their rights and make informed choices about EEOC charges and related claims.
For more than 40 years, our firm has represented individuals in employment cases. We are based in St. Louis, and our work centers on holding employers accountable when they violate anti-discrimination and retaliation laws. We offer a free, confidential consultation so you can ask questions and decide what makes sense for you.
Unsure what the EEOC can—or cannot—do for you? Our EEOC Attorney in St. Louis can explain your options clearly. Call (314) 819-0963 or contact us online.
Why Employees Choose Our EEOC Attorney in St. Louis
Employees choose our EEOC representation for several key reasons, including:
- Employee‑only focus: Sedey Harper Westhoff represents individuals in employment matters and does not take cases for employers, insurance companies, or large corporations.
- Deep EEOC experience: Founding partner Donna Harper spent roughly 25 years as an EEOC supervisory trial attorney and acting assistant general counsel, providing insight into how charges are evaluated, investigated, and resolved.
- Extensive employment law background: Our attorneys have handled hundreds of disputes involving discrimination, harassment, retaliation, whistleblowing, and wrongful termination.
- Proven results in serious cases: Our track record includes a $3.5 million whistleblower verdict and a $2.7 million harassment judgment, reflecting a willingness to take cases to trial when negotiations fall short.
- Independent professional recognition: Our firm has been recognized for employment law work on behalf of individuals, with multiple attorneys listed among Lawdragon’s 500 Leading Plaintiff Employment Lawyers, and attorneys such as Mary Anne Sedey and Benjamin Westhoff named among the Best Lawyers in Employment Law for the St. Louis metro area.
- Client‑focused approach: Beyond credentials, employees choose us for clear communication, regular updates, and direct access to the attorneys handling their matter.
Understanding the EEOC Process
The Equal Employment Opportunity Commission enforces federal laws that prohibit workplace discrimination and retaliation. In Missouri, many employees must first file a charge with the EEOC or a state agency before they can bring a lawsuit. Understanding this process can help reduce uncertainty.
The EEOC process generally includes:
- Filing a charge: An employee submits a charge describing alleged discrimination, such as harassment, unequal pay, failure to accommodate, or retaliation.
- Employer notification and early resolution: The EEOC assigns a charge number, notifies the employer, and may request information from both sides. Mediation may be offered as a voluntary option to resolve the matter early.
- Investigation: If mediation does not resolve the case, the EEOC may investigate through document requests, written questions, and interviews. Outcomes can vary, and timelines depend on the complexity of the case and the agency’s workload.
- Right‑to‑sue notice: Many employees eventually receive a notice setting a short deadline to file a lawsuit if they choose to proceed.
Employment cases involving federal claims are often filed in the United States District Court for the Eastern District of Missouri in St. Louis, though some matters may proceed in Missouri state courts. Missing deadlines can significantly affect your rights.
Our attorneys regularly guide clients through EEOC procedures, from the initial charge through investigation and settlement efforts, and have litigated employment cases in state and federal courts. We help clients understand where their case fits in the process and what each step may mean for their options moving forward.
Steps to Take If You Face Discrimination
Practical actions that often help employees include:
- Write down details of each incident, including dates, times, locations, people involved, and any witnesses you can recall.
- Save relevant documents such as emails, text messages, performance reviews, schedules, and policy handbooks in a secure place that your employer cannot access.
- Follow any reasonable internal reporting procedures that apply, such as reporting harassment to HR, while keeping copies of complaints and responses.
- Avoid discussing your case on social media or with coworkers in ways that might be misinterpreted or used out of context later.
- Do not sign a severance, settlement, or release agreement without having an employment lawyer review it so you understand what rights you are giving up.
Deadlines related to EEOC charges and court filings can be strict. Waiting too long to seek legal advice may limit your options. Talking with an attorney early in the process can help you evaluate whether what you are experiencing likely violates the law, how to approach internal complaints, and when to involve the EEOC.
How Our Attorneys Help With EEOC Cases
Bringing in an attorney can feel like a big step. Our role is to help you understand your options, protect your interests, and reduce some of the stress that comes with dealing with both an employer and a government agency. Because every employment situation is different, we tailor our approach to your circumstances.
Our assistance with EEOC matters often includes:
- Reviewing timelines and key documents related to your employment
- Assessing whether the facts support potential discrimination or retaliation claims
- Drafting or refining an EEOC charge
- Identifying and organizing key evidence
- Preparing for EEOC interviews, mediation sessions, and information requests
- Evaluating settlement offers made during the EEOC process
As your case progresses, we help you respond to agency requests and prepare for mediation or interviews. If you receive a right‑to‑sue notice, we explain the pros and cons of filing a lawsuit and what litigation may involve in courts that hear employment cases affecting workers in this region.
Our attorneys bring extensive trial and appellate experience to this work, including cases handled in state and federal courts and matters argued before the U.S. Supreme Court. While not every case proceeds to court, our willingness to litigate informs how we evaluate claims and negotiate resolutions.
Frequently Asked Questions
Do I Need a Lawyer Before Filing an EEOC Charge?
It is not required to have a lawyer before filing, but many employees find it helpful. We can discuss deadlines, how to describe what happened, and possible legal theories. Early advice may help you avoid mistakes and better protect your rights.
How Long Do I Have to File With the EEOC?
Filing deadlines often depend on the type of claim and where the events occurred. In many situations, employees have a limited number of days from the last discriminatory act to file a charge. We can review your timeline and help you understand how these rules apply.
What Will Happen in My First Consultation With Your Firm?
In your first consultation, we listen to your story, ask questions about key dates and documents, and explain general options. We also discuss how the EEOC process works and what you hope to achieve. The consultation is free and confidential, and there is no obligation to move forward.
How Does Your EEOC Background Help My Case?
Our team includes a former EEOC supervisory trial attorney and acting assistant general counsel. That experience gives us insight into how the agency evaluates charges and approaches settlements. We use that knowledge to help clients frame their claims and prepare for each stage of the process.
Can You Still Help Me After I Get A Right To Sue Letter?
Yes. If you have a right-to-sue letter, we can review it, assess your claims, and talk with you about filing a lawsuit. Our attorneys have litigated employment cases in Missouri state courts and federal courts that serve the St. Louis area.
Talk With Our EEOC Lawyer St. Louis Team Today
At Sedey Harper Westhoff, we bring more than 40 years of experience representing individuals in employment cases, a deep understanding of EEOC procedures, and a record of significant results for employees. We offer a free, confidential consultation to review your situation and discuss options that fit your goals. Reaching out is a way to get reliable information and support, not a commitment to any particular course of action.
Before you file an EEOC charge, get legal guidance. Talk to an EEOC attorney in St. Louis today. Call (314) 819-0963 or contact us online.
Frequently Asked Questions About Pedestrian Accidents in Missouri
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How Do I Know If I Have a Valid Age Discrimination Claim in Missouri?
Determining whether you have a valid age discrimination claim requires a careful examination of the circumstances and facts surrounding your situation. Remember, age discrimination in the workplace can be extremely subtle and challenging to prove, so if you aren’t entirely certain whether you have a claim, it is in your best interest to consult an experienced employment lawyer.
Here are key elements to consider:
- Evidence of discriminatory behavior. First, identify any direct or indirect evidence that suggests age-related bias. This includes ageist remarks from supervisors or coworkers, patterns of exclusion from projects or promotions, and any unjustified adverse employment actions that seem tied to your age. It's important to gather documentation like emails, notes from meetings, or witness statements that support your claim.
- Comparative treatment. Evaluate whether younger employees are treated more favorably in similar situations. Examples include being consistently chosen for promotions, receiving better performance evaluations without substantial justification, or facing different standards for misconduct. These comparisons can help highlight potential discrimination.
- Adverse employment actions. Identify any specific actions that have negatively impacted your employment. This includes firing, demotion, salary cuts, or undesirable job reassignments directly linked to your age. Conversely, consider if you have faced less overt actions, such as being geographically relocated or deliberately given menial tasks, that reflect a pattern of discriminatory behavior.
- Employer's justification. Consider the reasons provided by your employer for the actions in question. If their explanations seem pretextual or inconsistent, this could serve as evidence of discriminatory intent. Look for contradictions in rationale or disparities in how policies are applied to younger versus older employees.
- Consistency with state law. The Missouri Human Rights Act specifically protects employees aged 40 and older and less than 70 years of age from discrimination. If you do not meet this age criteria, you likely do not have a case at the state level.
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What Is the Process for Filing an Age Discrimination Lawsuit in Missouri?
You cannot immediately file an age discrimination lawsuit against your employer, even if you have substantial evidence demonstrating egregious misconduct. Initially, you must file a complaint with the MCHR or the federal Equal Employment Opportunity Commission (EEOC). (Note that our firm generally prefers to handle age discrimination claims at the state level.) This is a mandatory step before any lawsuit can be pursued, as it initiates an investigation into your claim. The charge must be filed with the MCHR within 180 days from the date of the discriminatory act to preserve the validity of your case.
Once the charge is filed with the MCHR, they will review the complaint and may offer mediation as a means of resolving the issue. Mediation can allow both parties to negotiate a settlement without undergoing lengthy legal proceedings. If mediation is unsuccessful or not pursued, the agency will conduct a thorough investigation, gathering evidence, conducting interviews, and assessing whether there has been a violation of anti-discrimination laws.
Once 180 days have passed from the date you filed your complaint, you can ask for a “right to sue” letter. The MCHR will stop its investigation if you request this letter and will take no further action on your behalf.
If you don’t request this letter, they’ll complete their investigation and determine whether they have evidence that supports probable age discrimination. If they do think there’s probable cause, they will work to settle your case with your employer. If these negotiations are unsuccessful, they will proceed to a hearing, where a hearing examiner will make a final decision. If the MCHR doesn’t think they have enough evidence to pursue their own case, they will issue a letter saying so, and you’ll have a right to appeal.
Filing your own lawsuit involves drafting and submitting a formal complaint that outlines the discriminatory acts, the applicable laws, and the relief sought. Our St. Louis age discrimination lawyers can assist you with this process and aggressively fight for you in and out of the courtroom.
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How Long Does a Missouri Age Discrimination Lawsuit Usually Take?
The duration of a Missouri age discrimination lawsuit can vary significantly depending on numerous factors, including the complexity of the case, the willingness of parties to settle, and the workload of the court system.
Again, you cannot sue until you have received a “right to sue” letter from the MCHR or EEOC. You can request this letter from the MCHR after waiting 180 days from the date you submitted your initial complaint.
Moving forward with a lawsuit may involve prolonged pre-trial proceedings, including discovery, where both parties gather evidence. The discovery phase itself can take anywhere from several months to over a year, depending on the scope of the evidence and any challenges that arise. Additionally, seeking resolution through mediation or settlement discussions can either shorten or lengthen the timeline based on the outcomes. If your case proceeds to trial, additional delays may occur due to scheduling and other procedural requirements.
We understand that the lengthy process of pursuing an age discrimination lawsuit can be incredibly frustrating. Our attorneys can keep you informed throughout each stage of the legal process and are prepared to work efficiently to get you justice.
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What Are the Potential Outcomes of a Missouri Age Discrimination Lawsuit?
An age discrimination lawsuit can result in one of several outcomes. One possibility is a settlement, which can occur at any stage of the litigation process. In a settlement, the parties agree on a resolution without proceeding to trial, often involving compensation for lost wages, damages for emotional distress, or other agreed-upon remedies. Settlements provide a quicker resolution and reduce the uncertainty and costs associated with a trial. However, not all employers are willing to settle, and some may make woefully inadequate offers.
If the lawsuit proceeds to trial, the court may rule in your favor, resulting in a judgment. This can lead to various forms of legal relief, including compensation for lost earnings and benefits, reinstatement to a previous job position, changes in workplace policies, or punitive damages in cases of egregious conduct by your employer. Your employer will also likely be responsible for covering your attorney’s fees and other court costs if you win your case.
If the court sides with your employer, they may dismiss your case. Should this occur, you will not receive any compensation or relief unless you successfully appeal the decision.
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Can I Represent Myself in a Breach of Contract Lawsuit?
While you can represent yourself in a breach of contract lawsuit, doing so comes with significant risks and challenges. The complexities of contract law require a nuanced understanding of legal principles, procedures, and the intricacies involved in presenting a case effectively in court. Without professional legal training, you may struggle to accurately interpret contract language, gather relevant evidence, or comply with procedural requirements, potentially undermining your case.
Your employer will likely be represented by experienced legal professionals, placing you at a disadvantage in legal arguments and negotiations. Missteps in any part of the process can have detrimental consequences, including the possibility of an unfavorable verdict. An experienced employment law attorney who handles breach of contract cases can help you avoid common mistakes, build a strong claim, and effectively combat your employer’s arguments.
- We advise you about whether you have a case and how strong it is.
- We help you negotiate for severance or a better severance package.
- We file charges for you with the Equal Employment Opportunity Commission, the Missouri Commission on Human Rights, and the Illinois Department of Human Rights.
- We prosecute your case in state and federal court for a just result.
We Get Results!
Our clients say we are smart, hard-working, aggressive advocates, who will fight for your rights.
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"I have the utmost respect for Sedey Harper Westhoff."
They are a unique group of smart, talented, dedicated and passionate attorneys working together to represent their clients with the highest degree of legal expertise, and to make a positive difference in the world. Their work is unparalleled.
- Francine K. -
"The counsel that I received from Sedey Harper Westhoff during each phase of my discrimination and retaliation case was excellent."
The professionalism and knowledge exhibited, and the personal touch my family received, was comforting during a very difficult time in my life.
- Rickey D. -
"You don’t just get one attorney… you get an entire firm on your side. I can’t recommend them highly enough."
Their reputation with the court system and the opposing firm / defendant spoke volumes in getting this case to a winning settlement. Most importantly, they are real people in a sea of so many attorneys.
- Terry H.
Saint Louis, MO 63139 Map & Directions