Justice Litigation Associates PLLC Justice Litigation Associates PLLC

EEOC Attorney in Tampa

Employee-Only Representation. No Fees Unless We Win.

Before most workplace discrimination or retaliation claims can reach federal court, employees must first file a charge with the Equal Employment Opportunity Commission. That step has a hard deadline, and how you navigate the process affects what options remain open to you. At Justice Litigation Associates PLLC, we’ve represented thousands of Tampa employees through every stage of that process, and we do it for workers only. We haven’t represented employers, and we don’t represent them.

Since 2016, our firm has recovered millions of dollars in verdicts and judgments for employees across Tampa and beyond. Chad Justice is admitted to practice in the U.S. District Court for the Middle District of Florida, the federal court where EEOC-related lawsuits from this region are filed. If your situation moves from an EEOC charge to federal litigation, we’re prepared for that.

If you believe you’ve experienced workplace discrimination, harassment, or retaliation, the filing clock may already be running. Call our Tampa EEOC attorneys at (800) 219-1324 for a free, confidential consultation.

EEOC Claims We Handle for Tampa Workers

We represent Tampa employees in EEOC matters involving a wide range of protected categories and conduct types. Federal law, including Title VII of the Civil Rights Act of 1964, prohibits discrimination based on race, color, religion, sex, and national origin and applies to employers with 15 or more employees. Additional statutes extend those protections further.

Discrimination claims we handle include:

  • Race, color, national origin, and religion under Title VII
  • Sex and gender discrimination, including pregnancy discrimination
  • Age discrimination under the Age Discrimination in Employment Act, which covers workers 40 and older
  • Disability discrimination under the Americans with Disabilities Act, which protects qualified individuals with disabilities

We also represent employees in sexual harassment and hostile work environment claims, where discriminatory conduct can create an abusive or intolerable workplace rather than a single discrete event. If an employer retaliates against a worker for filing a charge or participating in an EEOC investigation, that retaliation can form the basis for a separate claim.

Our employment law practice also covers wrongful termination, wage and hour violations, and other employer misconduct that frequently arises alongside an EEOC matter.

An EEOC Lawyer in Tampa Who Represents Only Employees

Many law firms handle both sides of employment disputes, representing employers and employees depending on who calls first. We don’t. Justice Litigation Associates PLLC represents employees exclusively, which means our loyalties aren’t divided and our strategy isn’t shaped by a relationship with the employer side of the industry.

Chad Justice has been named to the National Trial Lawyers Top 40 Under 40, listed as a Tampa Top Lawyer, included in Florida Rising Stars, and recognized as an American Institute of Legal Advocates Rising Star. Our firm is also a member of the National Employment Lawyers Association (NELA). These credentials reflect a practice built around representing employees and serving the people we represent.

We offer a free initial consultation and take EEOC cases on a contingency basis. You won’t owe us legal fees unless we achieve a favorable result for you.

How the EEOC Process Works for Tampa Employees

Filing a Charge of Discrimination

A Charge of Discrimination can be initiated through the EEOC Public Portal, by phone, in person at the Tampa Field Office, or by mail. The charge must be signed and sworn. Once submitted, the EEOC notifies the employer and begins gathering documents and statements from both sides. In some cases, the EEOC may offer voluntary mediation, a confidential alternative to a full investigation that may resolve a dispute without a prolonged process.

If the EEOC finds sufficient evidence of a violation, it may pursue conciliation or litigation on the employee’s behalf. If it doesn’t, it issues a Notice of Right to Sue, which opens the door to a private federal lawsuit but also starts a new 90-day clock that is strictly enforced.

Because Florida has a state fair employment agency, charges filed with the EEOC here are automatically dual-filed with the Florida Commission on Human Relations (FCHR) under a work-sharing agreement between the two agencies. Tampa workers may receive protection under both federal law and the Florida Civil Rights Act through a single filing.

Florida’s 300-Day Filing Deadline

Florida is a deferral state, meaning employees here generally have 300 days from the date of the discriminatory act to file a charge, rather than the 180-day baseline that applies in states without their own fair employment agency. The 300-day deadline applies to most Tampa workers, though the exact threshold varies by claim type and employer size.

Missing that deadline can permanently eliminate the ability to bring a federal discrimination claim. For ongoing harassment, the 300-day window typically runs from the last incident, though the EEOC may consider the full pattern when investigating. Deadline rules vary by claim type and the specific facts of a given situation, which is why identifying the right deadline early matters. An attorney can help determine which deadline applies to each discriminatory event before time runs out.

What to Expect When You Work with Us

During a free, confidential consultation, we review the timeline of events, the documentation you have, and whether the conduct alleged may qualify as unlawful discrimination, harassment, or retaliation under federal or Florida law. This step shapes how the charge is framed and what evidence needs to be preserved.

We help clients gather and protect key materials, including emails, performance reviews, witness information, and employment records, before and after a charge is filed. If the EEOC offers mediation, we can represent you throughout that process. If mediation doesn’t resolve the matter and the EEOC issues a Notice of Right to Sue, we can pursue litigation in federal court. Chad Justice’s admission to the U.S. District Court for the Middle District of Florida means that representation doesn’t stop at the EEOC’s door.

  • “If you are in need of an attorney who is willing to fight your fight all the way through, you're looking in the right spot!!” - Former Client
  • “Sam Doxie and the firm helped and we won a nice settlement.” - Former Client
  • “They are excellent at communicating and handling the case in a way that you feel like you have a team of attorneys who truly care and support you.”
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    Talk to a Tampa EEOC Attorney at No Upfront Cost

    EEOC filing deadlines begin running from the date of the discriminatory act. Waiting to understand your options can cost you the ability to bring a federal claim at all. Justice Litigation Associates PLLC offers a free consultation so you can find out where you stand before making any decisions.

    We work on a contingency basis and represent employees only. There are no legal fees unless we achieve a favorable outcome for you.

    Call our EEOC lawyers in Tampa at (800) 219-1324 to schedule your free, confidential case review.

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