EEOC Attorney in Tampa

Florida Employment Law Representation from Charge Filing Through Federal Court

Filing an EEOC charge is the required first step before most discrimination lawsuits can reach federal court. Lee Law guides Tampa workers through that entire process, from the initial charge through litigation, with Attorney Kyle Lee handling the case directly. The firm practices employment law only, representing Florida workers facing discrimination, harassment, and unpaid wages.

The Equal Employment Opportunity Commission is the federal agency that investigates workplace discrimination under laws including Title VII of the Civil Rights Act, the Americans with Disabilities Act, and the Age Discrimination in Employment Act. A charge filed with the EEOC isn’t just a complaint form. It’s the administrative gateway to federal court.

If you’re facing workplace discrimination in Tampa, contact Lee Law to discuss your EEOC claim at no cost. Call (813) 730-5575 to schedule a free consultation with Attorney Kyle Lee.

Direct Access to a Federal Employment Litigator

Attorney Kyle Lee has served as lead trial counsel in over 175 federal lawsuits since 2015, litigating employment cases in both federal and state courts. That record matters when an EEOC charge doesn’t resolve through mediation and a lawsuit becomes the next step. Many workers find their case changes hands at exactly that point. At Lee Law, it doesn’t.

Clients work directly with Attorney Lee throughout their case, with no handoff to a junior associate after the EEOC phase. The attorney who knows the facts is the same one who drafts the complaint, argues the motions, and stands at the trial table.

EEOC Filing Deadlines & Coverage in Florida

Florida is an EEOC deferral state, meaning workers generally have 300 days from the date of the discriminatory act to file a charge. The standard federal deadline is 180 days, but Florida’s work-sharing agreement with the Florida Commission on Human Relations extends that window. Missing it can mean losing the right to sue.

Not every employer is covered under every law. Title VII, the ADA, and GINA apply to employers with 15 or more employees. The ADEA, which protects workers 40 and older from age discrimination, covers employers with 20 or more employees. EEOC-covered categories include:

• Race and color
• Religion
• Sex (including pregnancy and gender identity)
• National origin
• Age (40 and older)
• Disability
• Genetic information

What Happens After a Charge Is Filed

Once a charge is filed, the EEOC notifies the employer within 10 days. The agency may then offer voluntary mediation to both parties. If mediation doesn’t happen or doesn’t resolve the dispute, the EEOC investigates. Most investigations end with the agency issuing a Notice of Right to Sue, which starts a strict 90-day clock to file a federal court lawsuit.

Federal law also prohibits retaliation against any worker who files an EEOC charge or participates in an EEOC investigation. Workplace retaliation, whether it takes the form of termination, demotion, or a hostile work environment, can itself become the basis of a separate claim. That protection is worth understanding before filing, not after.