Tannenbaum Helpern’s Joel Klarreich on Practical Steps in Responding to an EEOC Charge

Receiving a complaint from the Equal Employment Opportunity Commission (EEOC) is not only disruptive to day-to-day business operations, it can also be a time consuming, costly and lengthy process if it is not appropriately handled. At the 2015 Staffing Law Conference in Washington, D.C. hosted by the American Staffing Association (ASA) in late April, Joel A. Klarreich, Chair of Tannenbaum Helpern’s Staffing Industry Group and General Counsel to the New York Staffing Association, discussed the practical steps in responding to an EEOC charge of discrimination. Klarreich and his fellow panelists highlighted the initial steps companies should take when they are notified of an EEOC charge and emphasized that they should have a strategic approach to conducting an investigation, formulating a position statement and handling EEOC information requests.

“If a company has employees, it should have a protocol to responding to EEOC complaints,” said Klarreich. “Often the EEOC over-reaches and companies are overwhelmed when the EEOC requests information. Not having the right attitude in dealing with the investigator or knowledge of their own EEO policies, procedures and training can really hurt businesses.”

The session offered employers a fundamental guide to use in order to efficiently respond to an EEOC charge while remaining focused on running their businesses. Attendees walked away with information that would make their future handling of an EEOC charge easier.

“I found the session very valuable. It clearly outlined the process our company should take were we to receive an EEOC charge and it helped demystify the process of responding. Joel and his fellow panelists provided informative and useful step-by-step instructions on investigating the complaint and preparing a position statement.” said Jim Essey, President and CEO of The TemPositions Group of Companies.

The ‘EEOC Charges—How to Protect Your Firm and Your Clients,’ session was well-received by attendees. ASA strives to provide the best possible education and training opportunities to its members by featuring presenters who deliver quality presentations on topics that are relevant to staffing professionals. We thank Joel and his fellow panelists for sharing their rich knowledge and insights on the topic,” said Stephen C. Dwyer, General Counsel of American Staffing Association.

About Tannenbaum Helpern Syracuse & Hirschtritt LLP
Since 1978, Tannenbaum Helpern Syracuse & Hirschtritt LLP has combined a powerful mix of insight, creativity, industry knowledge, senior talent and transaction expertise to successfully guide clients through periods of challenge and opportunity. Our mission is to deliver the highest quality legal services in a practical and efficient manner, bringing to bear the judgment, common sense and expertise of well trained, business minded lawyers. Through our commitment to service and successful results, Tannenbaum Helpern continues to earn the loyalty of our clients and a reputation for excellence. For more information, visit http://www.thsh.com or follow us on Twitter:@THSHLAW.  

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Media contact:

Nancy Wu
Tannenbaum Helpern Syracuse & Hirschtritt LLP


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Tannenbaum Helpern’s Staffing Industry Practice has over three decades of experience representing staffing, recruiting and workforce solutions (outsourcing) firms, ranging from single office operations to publicly and privately-held national and global multi-office operations and franchised locations. With decades of legal and business insights gleaned from advising firms in the staffing industry, Tannenbaum Helpern attorneys understand the unique challenges facing staffing firms and have advised staffing clients on acquisitions, mergers, divestitures, HR/employment law, franchising, litigation, succession planning and day-to-day legal matters. For more information about Tannenbaum Helpern’s Staffing Industry Practice, visit our Staffing Industry page. Representative services: Employment law, Employment agreements (staff and temporary employees), Executive compensation, HR policies and procedures, Wage and hour compliance, including independent worker classification, Workplace investigations, Management and employee training, Governmental audits, Non-compete agreements/restrictive covenants and unfair competition, Disability accommodation, Candidate screening and onboarding procedures, Family and medical leave act, Employment litigation (wage and hour actions, restrictive covenant, EEO claims) and arbitrations, Franchisor/franchisee disputes, Franchise and disclosure documents, Outsourcing and licensing, Mergers, acquisitions, joint ventures and consolidations, Financing and operating agreements, VMS agreements, Intellectual property issues (copyrights, patents, trade secrets and trademarks).