Frequently Asked Questions

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GENERAL

  • The Florida Legislature created the Florida Commission on Human Relations in 1969 to enforce the Florida Civil Rights Act and address discrimination issues through education, outreach and partnerships.

  • Chapter 760, Part I, and s. 509.092, Florida Statutes – Florida Civil Rights Act of 1992 Chapter 760, Part II, Florida Statutes – Florida Fair Housing Act Sections 112.3187- 112.31895, Florida Statutes – Florida Whistle-blower’s Act (state employee retaliation)

  • Employment, housing, certain public accommodations, retaliation against state employee whistle-blowers

  • The FCHR accepts complaints from persons who feel they have been discriminated against and investigates the complaints to determine if there is reasonable cause to believe that discrimination occurred; upon completion of the investigation, the FCHR issues a determination of its findings.

  • Race, color, religion, sex/gender, pregnancy, national origin, age (all ages), handicap/disability, marital status.

  • Race, color, religion, national origin, sex, pregnancy, disability, and familial status​.

  • No. The FCHR is neutral and fair, and does not represent any of the parties during the course of its investigation. The FCHR acts as an impartial fact-finder and offers the parties an opportunity to mediate.

  • Employment and public accommodations: Within 365 days of the alleged discriminatory act

    Housing: Within one (1) year of the alleged discriminatory act

    Whistle-blower retaliation: Within 60 days of the alleged discriminatory act

  • Once the FCHR receives a signed charge form, it will mail a Notice of Filing of Complaint of Discrimination to the respondent by certified mail.

  • For employment, public accommodations, and whistle-blower retaliation complaints: If Respondent determines that it would like to participate in mediation through the Florida Commission on Human Relations (FCHR), please complete, sign, date, and return the Agreement to Mediate and Confidentiality Agreement within 25 days of the date of the Notice. If Respondent does not wish to participate in FCHR’s mediation process, please provide the requested response to the complaint and supporting documentation along with a signed and dated copy of the Affidavit to Authenticate Documents within 25 days of the date of the notice. For additional guidance, refer to the Request for Response and Supporting Documentary Evidence included in the notice packet. The investigator assigned to the case will request any additional information that may be needed.

    For housing complaints: If Respondent determines that it would like to participate in conciliation through the Florida Commission on Human Relations (FCHR), please complete, sign, date, and return the Invitation to Conciliate included in the notice packet. The respondent should also provide the information and documents requested within the Initial Document Request, along with a signed and dated copy of the Affidavit to Authenticate documents, within 10 days of receipt of notice. The investigator assigned to the case will request any additional information or witness interviews, as needed.

  • An effective position statement focuses on the facts. The document should be clear, concise, complete, and responsive to explain the respondent’s version of the facts while citing specific evidence, including documents, to support the respondent’s position. Once provided, the FCHR will be in a better position to conduct the investigation and request additional information, if necessary.

  • The investigative findings are submitted to the FCHR General Counsel’s office, which then submits a recommendation and determination to the FCHR Executive Director for approval. The FCHR will then notify the parties of the determination and include instructions on any further steps that can be taken and any remedies available under state discrimination laws.

  • The statutory mandate provides that the Commission will make a determination within the following time-frames:

    • Employment, public accommodations, and state employee whistle-blower retaliation complaints: 180 days

    • Housing complaints: 100 days

  • • In employment and public accommodations complaints, if a determination is not issued within 180 days, the FCHR will issue a notice of rights, and the complaining party may proceed to court as if a cause determination had been issued.

    • In whistle-blower retaliation complaints, there is no impact. The complainant must wait until a determination is issued before proceeding on to the Public Employees Relations Commission (PERC) or an appropriate circuit court.

    • In Fair Housing complaints, there is no impact. The complainant must wait until a determination is issued before proceeding on to either the Attorney General’s Office or the Division of Administrative Hearings. However, the complainant may commence a civil action in an appropriate circuit court without any governmental assistance at any time regardless of the status of any complaint filed with the FCHR.

  • • A complainant with an employment, housing, or public accommodation complaint may request a hearing before the Division of Administrative Hearings (DOAH).

    • A complainant with a whistle-blower complaint may file a complaint with the Public Employees Relations Commission (PERC) or file a complaint in an appropriate circuit court.

  • • A complainant with an employment or public accommodations complaint may request a hearing before the Division of Administrative Hearings (DOAH), or the complainant may file a civil action in an appropriate court.

    • For housing cases, a complainant may elect to have the FCHR represent them at an administrative hearing before DOAH, elect to have the Attorney General represent them at a civil action, or may proceed on their own without government assistance.

    • A complainant with a whistle-blower retaliation complaint may file a complaint with the Public Employees Relations Commission (PERC) or file a complaint in an appropriate circuit court.

  • In a civil action:

    • Employment: Court may issue an order prohibiting the discriminatory practice and providing affirmative relief from the effects of the practice, lost wages, actual and other compensatory damages, back pay, and damages for mental anguish, loss of dignity, and any other intangible injuries, reasonable attorney's fees and possibly punitive damages up to $100,000 against the employer.

    • Housing: Court may issue an order prohibiting the practice and providing affirmative relief from the effects of the practice, including injunctive and other equitable relief, actual and punitive damages and reasonable attorney's fees and costs

    • Public Accommodations: Relief may include civil money damages and punitive damages

    • Whistle-Blower: Relief may include reinstatement to the same or an equivalent position or reasonable front pay, reinstatement of full fringe benefits and seniority rights, compensation, if appropriate, for lost wages, benefits, or other last remuneration caused by the adverse action, payment of reasonable costs, including attorney’s fees, and issuance of an injunction

  • Employers who have 15 or more employees; employment agencies, labor organizations, joint labor-management committees. It is an unlawful employment practice for any person to discriminate against any other person seeking a license, certification, or other credential, seeking to become a member or associate of such a club, association or other organization, or seeking to take or pass an examination.

  • Private home seller/renter who owns more than three (3) single-family houses, owner-occupied buildings with fewer than four dwelling units, financial institutions (banks, credit unions, etc.), mortgage brokers, realtors, realty companies and entities offering housing for seniors.

  • The right to equal opportunity in housing is ensured by many laws. The U.S. Department of Housing and Urban Development (HUD) provides funding annually to state and local agencies that enforce fair housing laws that HUD has determined to be substantially equivalent to the federal Fair Housing Act. These agencies investigate and enforce complaints of housing discrimination that arise within their jurisdiction. To be eligible for assistance through the Fair Housing Assistance Program (FHAP), a state or local agency must demonstrate to HUD that it enforces a fair housing law that provides rights, remedies, procedures and the availability of judicial review that are substantially equivalent to the federal Fair Housing Act. In addition to the FCHR, which is the state agency, the following local agencies also participate in the FHAP program:

    • Broward County Office of Equal Opportunity

    • Jacksonville Human Rights Commission

    • Office of Community Affairs - Human Relations Department (Orlando)

    • Palm Beach County Office of Equal Opportunity

    • Pinellas County Office of Human Rights

    • City of Tampa Office of Community Relations

  • Places of public accommodation are lodgings, facilities selling food for consumption on the premises, gasoline stations, places of exhibition or entertainment and other covered establishments: • Inn, hotel, motel, or other establishment which provides lodging to transient guests • Restaurant, cafeteria, lunchroom, lunch counter, soda fountain, or other facility principally engaged in selling food for consumption on the premises • Any motion picture theater, theater, concert hall, sports arena, stadium, or other place of exhibition or entertainment • Any establishment which is physically located within the premises of an establishment covered by this section of law

  • No, as long as each complaint meets the FCHR’s jurisdictional requirements of timeliness and covered subject matter and does not duplicate allegations from a previous complaint, the FCHR must investigate the complaint. It is helpful to the FCHR if you point out similar complaints so that the same investigator can be assigned. The investigator is already familiar with the facts and could possibly complete his or her investigation more quickly.

STATE EMPLOYEE WHISTLE-BLOWER RETALIATION

  • Any person who has been subjected to an adverse action by an executive branch state agency or independent contractor in retaliation for engaging in protected conduct as defined by the Whistle- blower’s Act. This may be an employee, former employee or non-employee of a state agency or independent contractor, and includes volunteers.

  • Disclosure of any violation or suspected violation of any federal, state, or local law, rule, or regulation committed by an employee or agent of an agency or independent contractor which creates and presents a substantial and specific danger to the public’s health, safety, or welfare, or any act or suspected act of gross mismanagement, malfeasance, misfeasance, gross waste of public funds, suspected or actual Medicaid fraud or abuse, or gross neglect of duty committed by an employee or agent of an agency or independent contractor.

  • The discharge, suspension, transfer, or demotion of any employee or the withholding of bonuses, the reduction in salary or benefits, or any other adverse action taken against an employee within the terms and conditions of employment by an agency or independent contractor.

CASE STATUS WITH EEOC

  • The EEOC works with Fair Employment Practices Agencies (FEPAs, like the FCHR) to allow for complaints, which raise claims under both state and local laws prohibiting employment discrimination, as well as the federal laws enforced by the EEOC, to be dual-filed with both agencies. This makes it more efficient for processing and customer-friendly for complainants who only need to file one complaint with either the EEOC or the FCHR. The agencies agree that one agency will investigate, and both state and federal rights are preserved for the complainant through the dual-filing process. Typically, the deadline to file with the EEOC is 180 days after the discrimination occurred, but since Florida operates as a referral state in this context, the EEOC’s filing deadline is extended to 300 days.

  • Within the state of Florida, many counties, cities, and towns have their own ordinances prohibiting discrimination, as well as locally-funded agencies responsible for enforcing those ordinances. These agencies are referred to as Fair Employment Practices Agencies (FEPAs), and the ordinances enforced by these agencies are similar to the federal laws enforced by the EEOC. However, in some cases, the local ordinances may offer greater protection to workers or there may be different deadlines for filing a charge, different standards for determining whether a worker is protected by those laws, and different types of relief available to victims of discrimination. In addition to the FCHR, which is the statewide FEPA, the following local FEPAs also exist in the state of Florida:

    • Jacksonville Human Rights Commission

    • Hillsborough County Equal Opportunity Administrator

    • Miami-Dade County Equal Opportunity Board

    • City of Orlando Office of Human Relations

    • Palm Beach County Office of Equal Opportunity

    • Pinellas County Office of Human Rights

    • City of Tampa Office of Human Rights

  • The FCHR has a work share agreement with the EEOC. A work share agreement between the FCHR and the EEOC helps avoid duplicating an investigation. The EEOC and the FCHR act as agents for one another, and it is only necessary for one agency to investigate a claim.

  • Typically, the agency that receives the charge first will retain it for investigation.

  • Maybe. The FCHR will, at times, request to investigate a charge against a state employer located in Tallahassee if the EEOC has not yet begun its investigation. However, this is not a common occurrence.

  • No, the determination issued by the EEOC serves as the determination of both agencies.

  • Yes, a party may request the EEOC to give a Substantial Weight Review to the FCHR’s determination. The request must be made to the EEOC in writing within 15 days of receipt of the determination. Otherwise, the EEOC will ordinarily adopt the FCHR’s findings and close its file on the charge.

    • In cases that were dual-filed with both the EEOC and the FCHR, when the FCHR conducted the investigation and issued a determination within 180 days, the complainant has a right to request a federal Notice of Right to Sue by submitting a written request to the EEOC.

    • In cases that were dual-filed with both the EEOC and the FCHR, when the FCHR conducted the investigation but was not able to issue a determination within 180 days, the FCHR will automatically issue a State Notice of Rights notifying the complainant of the available remedies under State law.

    • In cases that were dual-filed with both the EEOC and FCHR, when the EEOC conducted the investigation and issued a determination indicating the EEOC was unable to conclude whether discrimination occurred, or in situations where the determination was issued more than 180 days after the complaint was filed, the complainant may request a State Notice of Rights from the FCHR, which will detail the complainant’s remedies under State law.

  • Contact EEOC at 1-800-669-4000.

MEDIATION SERVICES

  • Mediation is an interactive process between the complainant and the respondent where they attempt to reach a mutually agreeable settlement through a neutral mediator. Both parties must submit a signed agreement to mediate before any mediation is scheduled. If both parties agree, the case will be transferred to the FCHR’s mediator to schedule mediation via Teams video/telephone conference.

    • Confidential – The process is private, off the record, and informal.

    • Impartial – The mediator is a neutral party whose goal is to facilitate mutual resolution.

    • Free – Mediation is provided at no cost to either party.

    • Everyone wins – Mediation is the best way to preserve or build a better working or parting relationship.

  • You do not need an attorney to mediate. If the parties are unable to reach a resolution through mediation, the case will be returned to the investigation unit.

  • No.

ADDITIONAL QUESTIONS

  • There is nothing you need to do in response to this letter. If the investigator needs anything, they will contact you.

  • Once a Determination is issued to you, it will contain information on how to obtain documentation under Florida Law. The FCHR cannot release documentation from the case file while the investigation is active.

  • No, the FCHR does not have the authority or jurisdiction to stop an eviction/foreclosure proceeding.

  • No, witnesses cannot be anonymous.

  • The FCHR lacks the authority to enforce settlement agreements or assess their validity.

  • The FCHR processes complaints in the order they are received and does not prioritize or expedite any cases. The duration of investigations varies based upon the complexity and specific details of each complaint, leading to some cases being resolved more quickly than others.

  • If the case falls under the jurisdiction of the EEOC and that agency agrees to take it on, the request may be approved.

  • The law prohibits retaliation against any person for testifying, assisting, or participating in an investigation, proceeding, or hearing on an alleged unlawful employment practice. If individuals feel they are experiencing retaliation due to their involvement, they have the option to submit a complaint to the FCHR.

  • Complaints are required to be in writing, signed, and verified by the complaining party. The FCHR is available to provide assistance by telephone and will, upon request, provide appropriate aids and services leading to effective communication with qualified persons with disabilities so they can participate equally in the agency’s services, programs, and activities.

    For Those with Communication Impairments:
    The Florida Relay Service Voice is available (statewide) 711;
    TDD ASCII (800) 955-1339;
    TDD Baudot (800) 955 – 8771.

  • The FCHR acts as an objective and impartial factfinder and does not represent or provide representation to any of the parties during its investigation.

  • If the complainant disagrees with the FCHR’s determination, they can request an administrative hearing with the Division of Administrative Hearings (DOAH). The first step is completing the Petition for Relief form and returning it to the Clerk of the Commission before the deadline indicated in the Notice of Determination. You can learn more about the administrative process by visiting DOAH’s website.

  • Respondents will be offered the opportunity to engage in conciliation to attempt to resolve the issue, but respondents do not have an option to appeal a cause determination. 

  • No, you should only file your complaint once, with either the federal agency (EEOC/HUD) or state agency (FCHR) to investigate your claim, and only one entity will investigate the matter. 

  • No, the EEOC is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, sex, national origin, age, disability, or genetic information.  The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits, but the EEOC does not have authority to investigate public accommodation discrimination or whistle-blower retaliation claims under Florida law.