Opinion ID: 723910
Heading Depth: 2
Heading Rank: 2

Heading: The EEOC's Statutory Duty to Conciliate

Text: 23 As a preliminary matter, J & H argues that the EEOC failed to satisfy its statutory duty to attempt conciliation before filing a formal complaint. Pursuant to 29 U.S.C. § 626(b), the EEOC must attempt to eliminate the discriminatory practice or practices alleged, and to effect voluntary compliance ... through informal methods of conciliation, conference, and persuasion before it can institute an action in federal court. The EEOC fulfills its duty to conciliate before initiating litigation if it 24 1) outlines to the employer the reasonable cause for its belief that the employer is in violation of the Act, 2) offers an opportunity for voluntary compliance, and 3) responds in a reasonable and flexible manner to the reasonable attitude of the employer. 25 EEOC v. New Cherokee Corp., 829 F.Supp. 73, 80 (S.D.N.Y.1993) (quoting EEOC v. KDM School Bus Co., 612 F.Supp. 369, 374 n. 17 (S.D.N.Y.1985)); see also EEOC v. Prudential Fed. Sav. & Loan Ass'n, 763 F.2d 1166, 1169 (10th Cir.), cert. denied, 474 U.S. 946, 106 S.Ct. 312, 88 L.Ed.2d 289 (1985); Marshall v. Sun Oil Co. (Delaware), 605 F.2d 1331, 1337-39 (5th Cir.1979). If the defendant refuses the invitation to conciliate or responds by denying the EEOC's allegations, the EEOC need not pursue conciliation and may proceed to litigate the question of the employer's liability for the alleged violations. New Cherokee Corp., 829 F.Supp. at 81 (citing Marshall v. American Motors Corp., 475 F.Supp. 875, 878-79 (E.D.Mich.1979)); cf. Sun Oil Co., 605 F.2d at 1335 (referring to the Secretary of Labor's obligations under the ADEA (prior to the EEOC taking over these obligations), the court stated that to fulfill his duty to act reasonably under the circumstances the Secretary's conduct when dealing with a repentant wrongdoer will differ from his conduct with an intransigent one.). By the time the obligation to conciliate arises pursuant to 29 U.S.C. § 626(b), the EEOC has already conducted an initial investigation and has a reasonable basis to conclude that a violation of the [ADEA] has occurred or will occur. 29 C.F.R. § 1626.15(b) (1995). The conciliation period allows the employer and the EEOC to negotiate how the employer might alter its practices to comply with the law, as well as how much, if any, the employer will pay in damages. 26 The EEOC satisfied its duty to conciliate in the instant case. On July 8, 1992, the agency issued its letter of determination, notifying J & H that it had reasonable cause to believe that its mandatory retirement policy violated the ADEA and inviting J & H to effect voluntary compliance with the requirements of the Act through informal methods of conciliation. Nevertheless, J & H maintained that its policy did not violate the law. It also refused to accommodate the EEOC's repeated requests for information about the salaries of retired directors in order to negotiate the question of damages. Inasmuch as the EEOC informed J & H of its basis for concluding that the firm's policy violated the ADEA and provided it the opportunity to conciliate, it was not obligated to do more in the face of J & H's insistence that its policy was not unlawful. Indeed, it was entirely appropriate for the EEOC to end conciliation efforts at that point and file suit so the courts could determine whether J & H's policy violated the Act.