FAQ
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HOW DO I KNOW THAT THE CONSENSUS GROUP IS THE RIGHT CONSULTING AGENCY FOR ME?
This is your FAQ Answer. Make sure your writing is clear and concise. It’s a good idea to review what you’ve written and ask yourself the following - if this was my first time visiting the site, would I fully understand this answer? Then revise or expand as necessary. Consider adding a photo or video as a visual tool or for extra impact.
HOW LONG DOES AND EEOC OR STATE AGENCY INVESTIGATION TAKE?
How long the investigation takes depends on many factors, including the amount of information that needs to be gathered and analyzed. On average, it may take approximately 10 months to investigate a charge.
WHAT IS A POSITION STATEMENT?
When a charge of discrimination is filed with EEOC, the agency has the authority to investigate to determine whether there is a reasonable cause to believe discrimination occurred. EEOC will ask both the Charging Party and the Respondent to provide information as part of its investigation. EEOC may request specific documents, information or interviews from your organization concerning the charge. In most cases, EEOC requests that the Respondent submit a statement of its position (known as a "position statement") with supporting documentation.
WHAT IS MEDIATION?
Mediation gives people a quick, inexpensive way to work out their differences while addressing everyone’s needs and interests. Decisions reached in mediation are created by the people who are in conflict, not imposed on them by a judge.
WHAT IS ARBITRATION?
At its core, arbitration is a form of dispute resolution. Arbitration is the private, judicial determination of a dispute, by an independent third party. An arbitration hearing may involve the use of an individual arbitrator or a tribunal. A tribunal may consist of any number of arbitrators though some legal systems insist on an odd number for obvious reasons of wishing to avoid a tie. One and three are the most common numbers of arbitrators. The disputing parties hand over their power to decide the dispute to the arbitrator(s). Arbitration is an alternative to court action (litigation), and generally, just as final and binding (unlike mediation, negotiation and conciliation which are non-binding).
WHAT IS CONCILIATION?
Conciliation is a voluntary process, and the parties must agree to the resolution - neither the EEOC nor the employer can be forced to accept particular terms. The EEOC is required by Title VII to attempt to resolve findings of discrimination on charges through conciliation. The EEOC strongly encourages the parties to take advantage of this opportunity to resolve the charge informally and before the EEOC considers the matter for litigation. Conciliation is an efficient, effective, and inexpensive method of resolving employment discrimination charges.
WHAT IS ARBITRATION?
At its core, arbitration is a form of dispute resolution. Arbitration is the private, judicial determination of a dispute, by an independent third party. An arbitration hearing may involve the use of an individual arbitrator or a tribunal. A tribunal may consist of any number of arbitrators though some legal systems insist on an odd number for obvious reasons of wishing to avoid a tie. One and three are the most common numbers of arbitrators. The disputing parties hand over their power to decide the dispute to the arbitrator(s). Arbitration is an alternative to court action (litigation), and generally, just as final and binding (unlike mediation, negotiation and conciliation which are non-binding).