As a result of reporting harassment and race discrimination, and other unfair practices, my white supervisor would gain access to my payroll times sheets, and falsity my start time, then issue me a written warning for a mis-punch. In March of 2015, I provided screen shots of the forgery, which clearly shows the supervisor using her login credentials, and changing my login start time to reflect two-hour tardiness. I provided this irrefutable evidence to HR and requested an investigation. They refused my request, and found an excuse to terminate me. In July of 2017, the EEOC failed to launch a thorough investigation, ignoring all evidence of the fact that I was terminated out of retaliation. As well as ignoring their own law that require all employers to investigate employees complaints. The employer did not and consequently, could not provide a logical explanation for wrongful termination, yet EEOC ruled in their favor, nonetheless.

This type of felony behavior from the employer clearly meets the definition of Intentional Infliction of Emotional Distress on every level. Is it too late to bring charges against the company in my state of Colorado?

https://www.eeoc.gov//federal/fed_employees/appeal.cfm

Quote:

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You have the right to appeal an agency's final order (including a final order dismissing your complaint) to EEOC's Office of Federal Operations. You must file your appeal no later than 30 days after you receive the final order. If you send your appeal by mail, the date postmarked by the U.S. Postal Service is the date we use as the day your appeal was filed.

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You better hurry! Nothing stops you from getting a lawyer after this process either.

EEOC takes these types of complaints seriously. You claim that they (EEOC) failed to take action but later then claim EEOC "ruled in their favor" so they apparently reviewed the complaint but didn't find grounds for discrimination. Might there be more to this story?