EEOC Claims One Team. One Goal.

EEOC Attorney in Pasadena

Thousands of Employment Cases Handled. Free Consultations. Available 24/7.

Before most federal workplace discrimination lawsuits can move forward, employees must first file a charge with the Equal Employment Opportunity Commission, a mandatory step known as administrative exhaustion. Missing the filing deadline can permanently bar the claim, regardless of its merits. At Law Offices of Paul P. Cheng & Associates, our team has handled thousands of employment cases since our founding in 2006, and we help Pasadena workers move through the EEOC process with a clear strategy from day one.

EEOC deadlines don’t wait, and neither should you. Call our EEOC attorneys in Pasadena for a free consultation at (888) 356-4937. We’re available 24/7, including a dedicated Chinese-language hotline for Mandarin-speaking callers.

How the EEOC Process Works in California

The EEOC enforces federal anti-discrimination laws including Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA). Filing a charge formally notifies the EEOC of alleged discriminatory conduct and starts the legal timeline. In California, charges must be filed within 300 days of the discriminatory act.

Once a charge is filed, the EEOC reviews it for jurisdiction and legal sufficiency, then may offer mediation as a faster, less adversarial path to resolution. If mediation doesn’t resolve the matter, the EEOC conducts a formal investigation involving document review, employer interviews, and fact-gathering.

The Right-to-Sue Letter

The process concludes when the EEOC issues a right-to-sue letter, either after completing its review, dismissing the charge, or upon the employee’s request after 180 days from filing. That letter authorizes a lawsuit in federal court. For Pasadena workers, that means the U.S. District Court for the Central District of California, and the window to file is just 90 days from receipt. Even if the EEOC finds no reasonable cause, a private lawsuit remains available once the letter is issued.

California’s Dual-Filing System

California operates under a Worksharing Agreement between the EEOC and the California Civil Rights Department (CRD), formerly known as the Department of Fair Employment and Housing (DFEH). A charge filed with one agency is automatically dual-filed with the other, so employees don’t need to submit two separate forms. This preserves claims under both federal law and California’s Fair Employment and Housing Act (FEHA) simultaneously.

Why Pasadena Workers Choose Law Offices of Paul P. Cheng & Associates

Pasadena’s workforce spans education, healthcare, technology, and the service sector, and discrimination takes different forms across those industries. Our attorneys bring broad employment law experience to every charge we handle, building cases that can hold up through investigation, mediation, and, when necessary, trial.

Managing partner Paul P. Cheng comes to this practice with prosecutorial experience as a former Deputy City Attorney and City Prosecutor, a background that translates directly into litigation readiness. He has been recognized in Super Lawyers Rising Stars and named a Top Attorney by Los Angeles Magazine. The firm is also listed among Inc5000’s fastest-growing businesses in America, reflecting the breadth of our practice.

Accessible Representation for Pasadena’s Diverse Community

We serve clients in Pasadena, Glendale, and the surrounding area. Language barriers shouldn’t keep workers from pursuing legitimate claims. Our dedicated Chinese-language hotline lets Mandarin-speaking employees discuss their situation with our team in their preferred language, and our 24/7 availability means we’re reachable when the situation demands it.

Retaliation for filing an EEOC charge is itself illegal under both federal and California law. If an employer responds to a charge with adverse employment action, that conduct can form the basis of a separate legal claim. We identify and address retaliatory conduct as part of the overall representation, so clients aren’t left navigating those complications alone.

Start Your Free EEOC Consultation Today

The 300-day EEOC filing deadline and the 90-day window after receiving a right-to-sue letter leave no room for delay. A free consultation with our EEOC lawyers gives you a clear picture of your options before any deadline closes. We offer 24/7 availability in English and through our dedicated Chinese-language hotline. Call Law Offices of Paul P. Cheng & Associates at (888) 356-4937 to speak with an EEOC attorney in Pasadena today.

EEOC vs. the California Civil Rights Department: Knowing Your Options

Most California employees with viable discrimination claims can benefit from filing with both the EEOC and the California Civil Rights Department (CRD). The two agencies enforce different bodies of law, and the protections they offer differ in meaningful ways.

Federal anti-discrimination laws generally apply to employers with 15 or more employees. California’s FEHA covers employers with 5 or more, extending protection to workers at smaller companies who would otherwise have no federal recourse. Federal law also caps compensatory and punitive damages based on employer size; FEHA carries no such cap. For many Pasadena workers, the state claim may be the stronger one.

Because of the Worksharing Agreement, filing with one agency automatically files with the other. After receiving right-to-sue letters from both, an employee may pursue federal claims in U.S. District Court and FEHA claims in California state court. The EEOC deadline is 300 days from the discriminatory act; the CRD deadline is 3 years. Acting early can help preserve both options.

What to Bring to Your First Consultation

Strong documentation can help build a stronger charge. Before your first meeting with one of our EEOC lawyers, gather what you have:

Written records of discriminatory incidents: Emails, memos, text messages, or notes of verbal comments, with dates
Performance evaluations: Especially records showing a change after you engaged in protected activity or disclosed membership in a protected class
Comparator evidence: Information about colleagues who were treated differently in similar situations
Witness information: Names and contact details for coworkers or supervisors who observed relevant events
Company policies: Copies of your employer’s anti-discrimination, harassment, and internal reporting procedures

If you’re still employed when considering a filing, mention it during the consultation. We can discuss how to protect against retaliation during the investigation period and help you move forward without unnecessary risk.

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I would HIGHLY recommend Paul P. Cheng and his Law firm the Cheng Law Group. My wife and I were being sued by a former employee of ours so we took to Yelp, and after reading the many amazing reviews of his law firm we decided to give him a call for a free consultation. Soon thereafter, we were sitting in Mr. Cheng's conference room with an amazing view by the way discussing our entire case. Mr. Cheng was kind, courteous, professional and very knowledgeable about employment law. I was actually surprised about how much time he took with us going over the detailed information we brought, explaining every single option we had with our case. At the end of our consultation and without asking us to retain his firm, he offered to write a complimentary letter to the opposing law firm saying that we denied all of their claims and that any further communication could be directed to his law firm; now what other lawyer would ever offer to do this? After doing so we never heard from that former employee or her law firm again and I'm sure the reason is because they knew with their baseless claims there was nothing they can do against a real lawyer like Mr. Cheng. So if you are looking for a lawyer with actual integrity and concern for the well fair of others I would certainly recommend giving Mr. Cheng a call, you won't regret it.

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