Respond to a Discrimination Complaint

This information is for businesses or people that have been named in a discrimination complaint with the Seattle Office for Civil Rights (SOCR).

If you have questions, contact the investigator listed in the letter you received or call (206) 684-4500 or TTY 7-1-1.

• Our role is to investigate claims of discrimination in the City of Seattle.
• We are a neutral agency and do not take sides. Our decisions are based on evidence.
• During the investigation, everyone can share their side of the story.

If you received a letter, it lets you know a charge of discrimination was filed. Please read the letter and other documents in the packet for what you need to do.

You can explore free mediation or some other type of settlement at any time during the investigation process and any party can ask for it. Read more about mediation services here.

The steps below briefly describe what you should do if you a charge of discrimination was filed.  

Step 1: Review the Charge

A charge of discrimination (also called a complaint) does not mean you violated the law. It contains the information below, and you should review it carefully.

• Name of the person filing the complaint. This person is called the “charging party.” You are called the “respondent.”
• Summary of what that charging party believes is discrimination.
• Laws that apply to the complaint.
• Location and date of the incident.

Step 2: Provide a Written Response

The written response is due within ten business days from receipt of the complaint. It includes answering the questions in the First Request for Information and the list below. Contact the investigator in the case if you have questions about what to include in the written response.

• Your contact information or contact information for another person from your company if they will be handling the complaint. An attorney is not required but if you have one, we need a Notice of Representation.
• Detailed answers to the questions.
• Names and contact information for possible witnesses in the case.
• Documents that support your response to the complaint such as the charging party’s employment or tenant file, incident reports, applications, etc.

Step 3: Respond to Requests from the Investigator

• Interviews of people such as managers, supervisors, workers, tenants, etc.
• Information about how other workers, tenants, or customers were treated.
• Policies and procedures for your company or building.

Step 4: Review the Finding

After the investigation is complete, all parties receive a copy of the finding. It includes the facts gathered during the investigation and the result. Review the finding carefully when you receive it. The most common types of findings are listed below.

Reasonable Cause Finding

This finding means the evidence supports the claim that discrimination happened. The parties have seven days after the finding is issued to talk about settlement of the case. If the parties do not reach an agreement, the case will be transferred to the Seattle City Attorney’s Office for further legal action.

No Reasonable Cause Finding

The evidence does not support the claim that discrimination happened. The charging party has a right to file an appeal within thirty days to the Seattle Human Rights Commission. If you have general questions, call (206) 684-4500. If you have specific questions about a case you’re involved with, contact the staff member listed in the letter you received.

If you have questions, contact the investigator for the case or call (206) 684-4500 or TTY 7-1-1.