Here is the case: http://www.discrimlaw.net/2015/01/19/philadelphia-employment-lawyers-report-wrongful-termination-case/

Before I respond to your inquiry, I must state that we have not spoken, I have not reviewed the relevant documents and facts, and I do not represent you. Therefore, my discussion below is not a legal opinion, but is informational only. Finally, my discussion applies only to issues to which Pennsylvania, Delaware, New Jersey or Federal law applies, unless otherwise specified. That being said, isn't a good forum for detailed responses to specific cases; also, many attorneys won't click on links posted here to avoid the potential for malware phishing. Generally, all an employee has to do to file a charge with the EEOC is go to the EEOC office and fill out the paperwork with an intake officer. The EEOC could (a) find in the employer's favor (which means the employee may now go to court); (b) find in the employee's favor (which also means the employee can now go to court) or (c) elect to prosecute the case to enforce the law, either in an EEOC proceeding or in a case filed before a federal court. The employee has an obligation to utilize a bona fide complaint procedure if the employer has one. If you need detailed advice on a matter you are dealing with, speak to an emploiyment attorney directly. /Christopher E. Ezold/