This is a two-part post.   Way back on July 16, 2012 we began discussing the EEOC’s mediation program.    The EEOC had reported that it had entered into a “National Universal Agreement to Mediate” (or “NUAM”) with Family Dollar Stores, Inc.:  “Under the terms of the NUAM, all eligible charges of discrimination filed with the EEOC

Recently we discussed a survey conducted and disseminated by Merrily Archer, Esq. about EEOC mediations.   Her take: the EEOC mediators do all they can to push a settlement, including various threats of litigation and EEOC enforcement. In fact, she said that with ADR being the EEOC’s “biggest cash cow,” to settle cases for as much

Last week we discussed a survey conducted and disseminated by Merrily Archer about EEOC mediations.  Her take:  the EEOC mediators do all they can to push a settlement, including various threats of litigation and EEOC enforcement.  In fact, she said that with ADR being the EEOC’s “biggest cash cow,” to settle cases for as mcuh

Our friend, Merrily S. Archer, Esq., has written an important piece on her website concerning a survey which she helped to conduct among lawyers and others who have appeared before the EEOC as part of its conciliation process (“ADR”).   Her takeaway:  with ADR being the EEOC’s “biggest cash cow,” to settle cases for

The EEOC has just reported that it has entered into a “National Universal Agreement to Mediate” (or  “NUAM”) with Family Dollar Stores, Inc. “Under the terms of the NUAM, all eligible charges of discrimination filed with the EEOC in which Family Dollar Stores is named as an employer/respondent will be referred to the EEOC’s mediation unit,