Know which EEOC charges still fall inside the 300-day window
The guided intake asks whether the incident happened within the 300-day filing window, ties to a protected reason like race, sex, age, or disability, and involves real job harm such as termination or discipline — then collects any existing EEOC or state charge documents before the matter lands in your CRM.
Preview your eeoc and state agency charges intake
Explore 8 questions from the EEOC and State Agency Charges template. This interactive preview uses illustrative scoring and sample attachments. Open the full survey to try the complete intake.
What a qualified eeoc and state agency charges lead should tell you
A charge filed with the EEOC or a state fair-employment agency alleging workplace discrimination, harassment, or retaliation tied to a protected characteristic — qualification turns on employer coverage, the protected reason, the adverse action, and whether the 300-day filing window is still open.
- Problem Happen At Work
- Employer Company, Organization, Or
- Believe Were Treated Unfairly
- Experience Job Harm Like
- Complain About Discrimination Or
- Most Recent Discrimination, Harassment,
- Know Name Employer And
- Already Filed Charge With
The questions your team needs answered
Every eeoc and state agency charges intake asks these — and why each one matters.
| Question | Why it matters |
|---|---|
| Did the problem happen at work or involve a job you had in the United States? | EEOC and state agency jurisdiction generally requires the conduct to involve US employment, so a no answer signals the matter is outside the agency's reach entirely. |
| Was the employer a company, organization, or government employer (not just a private person/household)? | EEOC coverage typically applies to companies, organizations, or government employers rather than private individuals, so this separates covered matters from ones outside the agency's scope. |
| Do you believe you were treated unfairly because of a protected reason such as race, color, national origin, sex (including pregnancy or sexual harassment), religion, age (40+), disability, or genetic information? | A protected reason is the core legal element of any discrimination charge, and without it there is no viable EEOC theory regardless of how unfair the treatment felt. |
| Did you experience a job harm like being fired, demoted, denied a job or promotion, pay cut, schedule cut, discipline, or a hostile work environment? | A concrete job harm shows the kind of tangible adverse action that agencies and courts require to support a charge. |
| Did you complain about discrimination or harassment, ask for a disability or religious accommodation, or participate as a witness—and then face punishment or worse treatment afterward? | Punishment following a complaint or accommodation request points to a separate retaliation claim that can stand even when the underlying discrimination claim is weaker. |
| Did the most recent discrimination, harassment, or retaliation happen within the last 300 days? | EEOC and most state agency charges must be filed within a strict window, so this answer determines whether the matter is still filable at all. |
| Do you know the name of the employer and the work location (city and state) where this happened? | Knowing the employer name and work location is necessary to identify the correct agency office and confirm venue for the charge. |
| Have you already filed a charge with the EEOC or a state agency about this issue? | Whether a charge has already been filed changes the engagement from starting a new charge to assisting with an existing one or a right-to-sue letter. |
How Cliont scores eeoc and state agency charges leads
Configured answer weights help your team prioritize follow-up. Your team reviews each submission and decides the next step.
Value signals
- Problem Happen At Work: yes
- Employer Company, Organization, Or: yes
- Believe Were Treated Unfairly: yes
- Experience Job Harm Like: yes
- Complain About Discrimination Or: yes
- Most Recent Discrimination, Harassment,: yes
See an example lead handoff
Illustrative lead details and score show how a submission can reach your team.
EEOC Charge Lead
From first click to qualified lead
Follow people and businesses seeking counsel through one smooth, guided flow.
They land & meet you
Your video greeting plays instantly — a real face instead of a blank form.
They explain the matter
Smart questions adapt to their matter and capture the full scope.
They share the documents
The facts, dates, and any paperwork come attached, so you can assess the matter before the consultation.
You get a ready lead
Scored and qualified — waiting for you to win it.
Built for eeoc and state agency charges workflows
| Cliont capability | EEOC And State Agency Charges application |
|---|---|
| Weighted lead scoring | Combines the protected-reason, job-harm, retaliation, and 300-day timing answers into a single score so charges with a live claim and an open filing window surface above weaker inquiries. |
| Conditional intake logic | Surfaces the employer-name-and-location and already-filed questions after the core discrimination questions, so your team sees jurisdiction and procedural posture without extra calls. |
| Document upload capture | Collects any existing EEOC or state agency charge paperwork and termination or discipline notices before the lead is scored, so intake staff aren't chasing documents after the fact. |
| CRM routing | Sends charges with a covered employer, a protected reason, real job harm, and a live filing window directly into your CRM as consultation-ready matters. |
Example eeoc and state agency charges lead scenarios
Illustrative situations explain the intake questions and possible follow-up.
Termination after protected-class complaint
The caller was fired shortly after raising a discrimination or accommodation complaint, hitting the protected-reason, job harm, and retaliation questions together for a strong combined score.
Deadline about to close
The most recent incident happened within the 300-day window but close to the edge, so the intake surfaces the timing answer clearly so your team can prioritize before the charge becomes time-barred.
Incident well over a year old
The caller describes real mistreatment, but the last incident falls outside the 300-day window, flagging the matter as likely time-barred rather than an outright disqualification your team decides on.
Already filed, seeking counsel
The caller has already submitted a charge to the EEOC or a state agency and is now looking for representation, a different intake path than someone who hasn't filed anything yet.
Household employer dispute
The employer was a private individual rather than a company, organization, or government entity, which the intake flags since EEOC coverage typically requires a covered employer.
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- Photo, video & file upload
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More employment and labor law intake templates
EEOC and State Agency Charges lead-intake FAQs
Does the intake track the 300-day EEOC filing deadline?
Yes, the intake asks whether the most recent discriminatory, harassing, or retaliatory act happened within the last 300 days, which is one of the strongest signals in the scoring model.
Can the intake catch employers that aren't covered by the EEOC?
The intake asks whether the employer is a company, organization, or government entity rather than a private household, so uncovered employer relationships surface before a consultation is booked.
What happens if the caller already filed a charge?
The intake asks whether a charge has already been filed with the EEOC or a state agency, so your team can distinguish new-matter callers from those following up on an existing charge or right-to-sue letter.
How does the intake separate discrimination claims from general workplace conflict?
It asks separately whether the treatment ties to a protected reason and whether a real job harm occurred, so a workplace dispute without a protected-class connection scores differently than a discrimination claim.
What documents does the intake collect before a lead reaches my CRM?
The intake is set up to gather any existing agency charge paperwork, termination or discipline notices, and written complaints or accommodation requests, so the file has documentation attached when it lands in your CRM.
Does this intake also cover related matters like retaliation or hostile work environment?
This catalog includes a dedicated retaliation question, but sibling subservices such as Retaliation and Whistleblower, Hostile Work Environment, and Workplace Discrimination have their own intake catalogs if those are the primary claim.
Turn eeoc and state agency charges visitors into qualified cases
Give every eeoc and state agency charges visitor a guided intake instead of a dead contact form — and get a scored, qualified lead before you book a consultation.