If you’ve been wrongfully terminated in Maryland, one of the first steps in seeking justice may involve filing a complaint with a government agency. Two of the most important agencies involved in wrongful termination claims based on discrimination or retaliation are the Equal Employment Opportunity Commission (EEOC) and the Maryland Commission on Civil Rights (MCCR).
In this post, we’ll explain what these agencies do, when and how to file a complaint, and what to expect during the process.
What Are the EEOC and MCCR?
The EEOC
The U.S. Equal Employment Opportunity Commission (EEOC) is the federal agency that enforces federal laws against job discrimination. These include laws that protect employees from being fired due to:
- Race or color
- Religion
- Sex (including pregnancy, sexual orientation, and gender identity)
- National origin
- Age (40 or older)
- Disability
- Genetic information
- Retaliation for asserting your rights
The MCCR
The Maryland Commission on Civil Rights (MCCR) is the state-level agency that enforces Maryland’s anti-discrimination laws in employment, housing, public accommodations, and more. The MCCR investigates complaints based on similar protected characteristics under Maryland law.
Both agencies cooperate under what’s called a work-sharing agreement, which means they can share information and coordinate investigations. You typically only need to file with one of them—but knowing the right one to contact depends on your case.
When Should You File a Complaint?
If you believe you were fired for a discriminatory or retaliatory reason, you’ll need to file a charge with the EEOC or MCCR before you can file a lawsuit. This process is called “exhausting administrative remedies.”
Some common scenarios that require this step:
- You were fired after requesting FMLA or disability accommodations
- You were let go shortly after reporting harassment
- Your termination seems tied to your race, religion, age, or gender
- You were retaliated against for filing a complaint or participating in an investigation
Filing with the EEOC or MCCR is not necessary for contract disputes, wage violations, or other non-discrimination-based claims. In those cases, you can go straight to court.
Deadlines Matter
Time limits are strict, so it’s critical to act quickly.
- EEOC deadline: You generally have 300 days from the date of your termination (or discriminatory act) to file with the EEOC if your state has a fair employment practices agency—like Maryland.
- MCCR deadline: You have 300 days to file with the MCCR as well.
If you miss the deadline, your claim may be dismissed—regardless of how strong your case is.
How to File a Complaint
1. Choose the Right Agency (or Let Them Coordinate)
If your wrongful termination is related to a federal law (like Title VII or the ADA), you might file with the EEOC.
If your claim relates more to state-specific laws—or if you prefer to work with a local agency—you can file with the MCCR. Thanks to the work-sharing agreement, either agency can forward your complaint to the other if necessary.
2. Gather Your Documentation
Before filing, prepare key information, such as:
- A timeline of events
- Copies of emails, performance reviews, and termination notices
- Names and contact information of witnesses
- A detailed explanation of why you believe your termination was discriminatory or retaliatory
3. Submit Your Charge
You can file:
- EEOC: Online via eeoc.gov, in person at the Baltimore field office, or by mail
- MCCR: Online via mccr.maryland.gov, in person, or by phone
Once your complaint is accepted, the agency will begin an investigation.
What Happens After You File?
After you submit your complaint, the EEOC or MCCR will take the following steps:
1. Investigation
They’ll review your charge and may contact your employer for a response. They might request additional evidence from both sides and interview witnesses.
2. Mediation (Optional)
You may be offered the chance to resolve your dispute through voluntary mediation—a quicker, informal process where both sides try to agree on a resolution. Many wrongful termination claims settle during this stage.
3. Determination
If the agency finds “reasonable cause” to believe discrimination occurred, they may try to negotiate a settlement. If no agreement is reached, you’ll receive a Right to Sue letter, allowing you to file a lawsuit in court.
If they find no cause, you can still sue—but the agency won’t assist further.
The Role of a Lawyer in This Process
While you can file with the EEOC or MCCR on your own, having an experienced Maryland wrongful termination attorney on your side can make a huge difference. An attorney can:
- Help you draft your charge clearly and effectively
- Collect and organize evidence
- Represent you in mediation
- File a lawsuit in state or federal court after receiving the Right to Sue letter
- Maximize your compensation
Final Thoughts
The EEOC and MCCR are critical first stops in the fight against wrongful termination. If you believe you were fired for discriminatory or retaliatory reasons, filing a complaint with one of these agencies may be the first step toward justice.
Don’t delay—deadlines are short, and your ability to recover damages depends on timely action. If you’re unsure where to start, speak with a knowledgeable employment lawyer in Maryland who can help you take the right steps, right away. We recommend wrongful termination lawyers maryland.
