Note: This focuses on Illinois employees working or applying for employment with private employers in Illinois.  Federal employees or applicants should see EEOC regulations applicable to federal employee complaints.

The final part of this series addresses how the EEOC interacts with other agencies as.  To learn which agency is best for you, what laws you have claims under, and how to best proceed with your claims, you should talk to an employment lawyer.

Other Agencies

Many states and localities have anti-discrimination laws and agencies responsible for enforcing those laws.  Illinois has the Illinois Human Rights Act and the Illinois Department of Human Rights (IDHR) as well as local laws and agencies (such as the Cook County Commission on Human Rights and the Chicago Commission on Human Relations).

Through the use of "work sharing agreements," EEOC and IDHR avoid duplication of effort while protecting a charging party's under both federal and state law. If a charge is filed with the IDHR and is also covered by federal law, the IDHR "dual files" the charge with EEOC to protect federal rights. The charge usually will be retained by the lIDHR for handling. If a charge is filed with EEOC and also is covered by state law, EEOC "dual files" the charge with the IDHR, but ordinarily the EEOC retains the charge for handling.

There are many differences in the laws that apply to discrimination claims and differences in how investigations are handled at each of the agencies.  To determine which agency is best for you, you should talk to an employment lawyer before you file your charge.
 


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