California CRD and EEOC Lawyer for Workplace Discrimination Claims
Not sure whether to file with the California Civil Rights Department or the EEOC? As a California CRD and EEOC lawyer, Milan Chatterjee helps employees in San Bernardino and Riverside Counties choose the right agency, meet every deadline and protect their right to sue.
Free, confidential. We respond within minutes.
2 States
Admitted to the State Bars of Nevada and California
Fortune 500
Former in-house counsel, Las Vegas Sands Corp.
UCLA Law
Law degree, UCLA School of Law; visiting student, NYU Law
As Seen In
Bloomberg Law and the Las Vegas Review-Journal
2 States
Admitted to the State Bars of Nevada and California
Fortune 500
Former in-house counsel, Las Vegas Sands Corp
UCLA Law
Law degree, UCLA School of Law; visiting student, NYU Law
As Seen In
Bloomberg Law and the Las Vegas Review-Journal
CRD or EEOC? Understanding Your Rights as a California Employee
Most discrimination, harassment and retaliation claims in California start with a government agency before they can go to court. Choosing the right agency, and filing before the deadline, protects every option you have.
Quick Answer: CRD vs. EEOC in California
- The CRD is the California Civil Rights Department. It enforces the Fair Employment and Housing Act (FEHA), which covers employers with 5 or more employees and protects more characteristics than federal law.
- The EEOC is the U.S. Equal Employment Opportunity Commission. It enforces federal laws such as Title VII, the ADA and the ADEA, which generally cover employers with 15 or 20 or more employees.
- Dual filing: the two agencies share charges, so a complaint filed with one can usually be filed with the other at the same time.
- Strategy matters: which agency to start with, and whether to ask for an immediate right-to-sue notice, are decisions worth discussing with a lawyer before you file.
Deeper reading:
California workplace discrimination and California employment law.
We Help California Employees Who Have Been Treated Unfairly
Discrimination
Treated differently because of race, sex, pregnancy, age, disability, religion, national origin, sexual orientation or another protected trait.
Retaliation
Punished after reporting discrimination or harassment, requesting an accommodation or taking part in an investigation.
Wrongful Termination
Fired for a reason that violates FEHA, the Labor Code or public policy.
Sexual Harassment
Harassed by a supervisor, coworker or customer, at an employer of any size.
Unsure Where to File
Not sure whether your claim belongs with the CRD, the EEOC or both.
Need a California Attorney
Want an attorney admitted in California to guide your complaint from intake to resolution.
Facing a Workplace Discrimination Problem?
Talk to us before you file. What you say in your first complaint can shape the rest of your case.
How a California CRD and EEOC Lawyer Guides Your Claim
California Civil Rights Department (CRD)
The CRD investigates complaints under FEHA (Gov. Code 12900 and following). You must file with the CRD and receive a right-to-sue notice before you can bring a FEHA lawsuit, even if you want to go straight to court. FEHA protects against discrimination based on:
The state agency that investigates workplace discrimination, harassment, and retaliation, then decides whether the evidence supports the claim. NERC commonly reviews discrimination based on:
Read More: California workplace discrimination
U.S. Equal Employment Opportunity Commission (EEOC)
The EEOC enforces federal anti-discrimination laws, including:
A charge with the EEOC is usually required before a federal lawsuit under these laws. Because the CRD and the EEOC share charges, one filing can often preserve both your state and federal rights.
For most California employees, FEHA offers broader coverage and remedies, so a California CRD and EEOC lawyer usually starts by looking at the state claim and then decides whether a federal claim adds anything.
Deadlines Matter More Than Almost Anything Else
A missed deadline can end a strong case. In California, you generally have 3 years from the discriminatory act to file a complaint with the CRD (Gov. Code 12960), and 300 days to file a charge with the EEOC.
The Lawsuit Deadline Is Short
After the CRD issues a right-to-sue notice, you generally have 1 year to file a FEHA lawsuit (Gov. Code 12965). After an EEOC notice, a federal lawsuit generally must be filed within 90 days.
The Clock Starts With the Harm
Deadlines usually run from the date of the discriminatory act, such as the day you were fired or denied a promotion, not the day you decided to take action.
Ongoing Harassment Complicates the Math
When harassment or discrimination continues over time, earlier conduct may still count. Pending agency proceedings can also pause some deadlines. These rules are technical, so get advice early.
Not Sure When Your Deadline Expires?
Call (888) 785-9923 immediately for guidance. A California CRD and EEOC lawyer can tell you which deadlines apply and how much time you have.
The California Claims We Handle
We are a Nevada employment firm focused on protecting employees. Our EEOC and NERC work most often involves these claims.
Unequal treatment based on any FEHA-protected characteristic.
Quid pro quo demands and hostile work environments.
Denied accommodation, the interactive process or fair treatment.
Punished for reporting wrongdoing or complaining.
Fired for a reason California law does not allow.
Unpaid overtime, missed breaks and late final pay.
How the CRD and EEOC Process Actually Works
The early stages are administrative, not a courtroom. Here is how a typical California complaint moves forward.
File an Intake and Complaint
You start with a CRD intake form online, by phone at (888) 785-9923 or by mail. Once accepted, it becomes a formal complaint, which can be dual filed with the EEOC.
Request an Immediate Right-to-Sue, or an Investigation
You can ask for an immediate right-to-sue notice and go to court, or ask the CRD to investigate. Each path has different deadlines and steps.
The Employer Is Notified
The employer receives the complaint and is usually asked to respond in writing.
Investigation and Mediation
The CRD may gather documents and interview witnesses, and it offers free mediation through its Dispute Resolution Division.
Findings or a Right-to-Sue Notice
The CRD may pursue the case itself, or close it and issue a right-to-sue notice so you can file a FEHA lawsuit within 1 year.
Investigations can take months. Early evidence, a clear complaint and attention to every deadline make the biggest difference.
Preserve Your Evidence Now
- Emails, texts and messages about the discrimination or harassment
- Performance reviews, discipline records and pay records
- Internal complaints you made and how HR responded
- Names and contact information for witnesses
- A dated timeline of what happened and who was involved
Not sure what counts as evidence?
Call (888) 785-9923 and a California CRD and EEOC lawyer will help you decide what to keep. Do not take confidential company files.
Experience From the Other Side of the Table
You get plain-English answers and honest guidance about your options, from an attorney who knows how employers respond to agency complaints.
Serving Employees Throughout the Inland Empire
Milan Chatterjee serves as a California CRD and EEOC lawyer for employees across San Bernardino and Riverside Counties.
San Bernardino County
San Bernardino, Ontario, Fontana, Rancho Cucamonga, Victorville, Redlands and Chino.
Riverside County
Riverside, Moreno Valley, Corona, Temecula, Murrieta, Perris and Palm Springs.
Schedule Free Consultation
he CRD's Riverside office is at 1325 Spruce Street, Suite 320, Riverside, CA 92507, and its contact line is (888) 785-9923Â
CRD & EEOC FAQs for California Employees
The California Civil Rights Department enforces California's Fair Employment and Housing Act (FEHA), which covers employers with 5 or more employees. The EEOC enforces federal laws such as Title VII, the ADA and the ADEA, which generally cover employers with 15 or 20 or more employees. The two agencies share charges, so one filing can often protect both state and federal rights.
Many California employees start with the CRD because FEHA covers smaller employers, protects more characteristics and does not cap damages the way federal law does. A complaint filed with one agency can usually be dual filed with the other. The right choice depends on your facts, so talk to a lawyer before you file.
Generally 3 years from the discriminatory act to file a complaint with the CRD (Gov. Code 12960), and 300 days to file a charge with the EEOC. After a CRD right-to-sue notice, you generally have 1 year to file a FEHA lawsuit (Gov. Code 12965).
Yes. You can request an immediate right-to-sue notice from the CRD if you want to go straight to court instead of having the CRD investigate. You must still file a CRD complaint to get the notice, and the 1-year deadline to sue starts from the date of the notice.
No. It is illegal to retaliate against you for filing a complaint, opposing discrimination or taking part in an investigation (Gov. Code 12940(h)). Retaliation is a separate claim you can add to your complaint.
Nothing. Your first consultation is free and confidential, in English or Spanish. Call (888) 785-9923
Ready to Talk? Let's Protect Your Rights.
You do not have to figure out the EEOC and NERC alone, and you should not have to guess at your deadline. Best Employment Attorney represents employees in Las Vegas, Reno, and throughout Nevada.
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Milan Chatterjee
UCLA Law Graduate. Former in-house counsel at Las Vegas Sands Corp. Nevada & California Bar. Founding President, South Asian Bar Assoc. of Las Vegas.