Equal Employment Opportunity Request Template for United States

An Equal Employment Opportunity Request is a formal submission to ensure fair treatment in the workplace under Philippine labor laws. When employees feel they've experienced discrimination based on age, gender, disability, or other protected characteristics, they can file this request with their company's HR department or the Department of Labor and Employment (DOLE).

These requests help enforce Republic Act 10911 (Anti-Age Discrimination Act) and similar Philippine laws protecting worker rights. They typically include details about the alleged discrimination, supporting evidence, and the desired resolution. Companies must respond promptly and investigate thoroughly, making them essential tools for maintaining workplace equality and legal compliance.

File an Equal Employment Opportunity Request when you experience workplace discrimination in the Philippines based on protected characteristics like age, gender, religion, or disability. Common situations include being passed over for promotion despite qualifications, receiving unequal pay for equal work, or facing harassment from colleagues or supervisors.

Time is critical - submit your request within 30 days of the incident to the HR department or DOLE. Document specific examples, dates, and witnesses while details are fresh. This creates an official record, protects your rights under Philippine labor laws, and requires your employer to investigate and address the issue formally. Early reporting also helps prevent similar incidents from affecting other employees.

• Internal HR Complaint: Filed directly with your company's HR department, focusing on workplace discrimination issues that can be resolved internally through company policies
• DOLE Administrative Filing: Submitted to the Department of Labor when internal channels prove ineffective or the discrimination violates Philippine labor laws
• Civil Service Commission Request: Used by government employees facing discrimination in public sector positions
• Union-Assisted Filing: Submitted with support from labor unions, particularly in cases involving collective bargaining agreements
• Legal Action Preparation: Detailed documentation prepared with legal counsel when pursuing court action for severe discrimination cases

• Employees: File Equal Employment Opportunity Requests when experiencing workplace discrimination based on protected characteristics in Philippine companies
• HR Managers: Receive, process, and investigate these requests, ensuring compliance with anti-discrimination laws and company policies
• DOLE Officers: Handle escalated cases and enforce remedial actions when company-level resolution fails
• Legal Representatives: Assist employees in drafting requests and represent them during investigations or hearings
• Company Management: Implement corrective measures and policy changes based on valid discrimination findings

• Document Incidents: Record specific dates, times, and details of discriminatory events while memory is fresh
• Gather Evidence: Collect emails, messages, performance reviews, witness statements, or other relevant documentation
• Review Policies: Check your company handbook and DOLE guidelines for proper filing procedures
• Personal Details: Include your complete employment information, position, and department
• Timeline: Create a chronological sequence of events leading to the discrimination claim
• Desired Outcome: Clearly state what resolution you seek, such as policy changes or corrective actions

• Personal Information: Full name, employee ID, position, department, and contact details
• Discrimination Basis: Clear statement of protected characteristic(s) involved (age, gender, disability, etc.)
• Incident Details: Specific dates, locations, and description of discriminatory acts
• Supporting Evidence: List of attached documents, witness names, and relevant communications
• Prior Actions: Documentation of any previous attempts to address the issue internally
• Relief Sought: Specific remedial actions requested under Philippine labor laws
• Declaration: Statement affirming the truth of all information provided, with date and signature

While both documents address workplace fairness, an Equal Employment Opportunity Request differs significantly from an Equal Opportunities Policy. The key distinctions lie in their purpose, timing, and application in Philippine employment law.

• Purpose and Function: An EEO Request is a reactive document filed by employees to report specific discrimination incidents, while an Equal Opportunities Policy is a proactive company document that outlines fair treatment standards
• Legal Standing: The Request initiates a formal investigation process and can lead to legal proceedings, whereas the Policy serves as a preventive framework and compliance guideline
• Content Focus: Requests contain specific incident details, evidence, and desired remedies, while Policies outline broad principles, procedures, and company commitments
• Implementation Timing: Requests are filed after discrimination occurs, but Policies are established before issues arise as part of standard company procedures