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Any information that is shared during these sessions will not be revealed to anyone, including members of the EEOC. If the parties involved do reach an agreement, that agreement would be as binding as any other settlement agreement (Bennett-Alexander & Hartman, pg. 90).
If the parties involved choose for some reason not to mediate or if the mediation is unsuccessful, the charge will be referred back to the EEOC for them to investigate the complaint by speaking with the employer and employee and any other pertinent witnesses...
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After this is done, the EEOC will determine if there is reasonable cause or none to charge the employer with discrimination. Once the EEOC has arrived at a decision, either party can ask for reconsideration of the EEOC's decision (Bennett-Alexander & Hartman, pg. 90).
If the EEOC finds that there is reasonable cause for the employee to file a discrimination charge, it will then attempt to have the employee and employer conciliate the matter...
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