---
title: "Draft the employer's position statement on an EEOC charge"
url: "https://ailawframework.com/practice/employment-and-workplace-relations/prepare-the-employer-s-response-to-an-unfair-dismissal-application-in-th/united-states"
type: "task_jurisdiction_version"
site: "AI Law Framework"
id: "A14-B15-5-US"
practice_area: "Employment & Workplace Relations (incl. WHS)"
tier: "yellow"
lawyer_review: "required"
jurisdictions: ["US"]
last_reviewed: "2026-10-22"
---

# Draft the employer's position statement on an EEOC charge

> Draft the position statement from the charge and the documents the lawyer marks, with a specific factual response to each allegation and a gap where a document does not state the fact. Do not upload it.

Canonical page: https://ailawframework.com/practice/employment-and-workplace-relations/prepare-the-employer-s-response-to-an-unfair-dismissal-application-in-th/united-states  
Last reviewed: 2026-10-22

Site index for agents: https://ailawframework.com/llms.txt

## Key facts

| Fact | Value |
| --- | --- |
| Practice area | [Employment & Workplace Relations (incl. WHS)](https://ailawframework.com/practice/employment-and-workplace-relations.md) |
| Human involvement | Yellow: Lawyer and AI draft together |
| How AI is used | Draft the position statement from the charge and the documents the lawyer marks, with a specific factual response to each allegation and a gap where a document does not state the fact. Do not upload it. |
| What the lawyer must review | The EEOC asks the respondent, in most cases, for a position statement with supporting documentation: specific factual responses to every allegation, the documents and witnesses that support them, and any defense the employer will raise. A bare denial is not enough. An advocacy statement with no documents may be treated as no evidence. Give the response by the deadline stated on the EEOC's request. A written request for more time, made as early as possible and explaining why and how long, does not itself extend the deadline. An extension may be allowed only where due diligence is clear. Upload is through the Respondent Portal. Once submitted, the statement cannot be retracted there. The EEOC may release the statement and non-confidential attachments to the charging party. Put sensitive medical information other than the charging party's, Social Security numbers, confidential commercial or financial information, trade secrets, and non-relevant personal identifiers in separately marked attachments. You check every sentence before upload. This is not an unfair-dismissal reply. Model Rule 1.6 applies to the personnel file. |
| Written for | United States |
| Applies to | [Prepare the employer's response to an unfair dismissal application in the Fair Work Commission](https://ailawframework.com/practice/employment-and-workplace-relations/prepare-the-employer-s-response-to-an-unfair-dismissal-application-in-th.md) |

## Checking plan

- What the AI does: Draft the position statement from the charge and the documents the lawyer marks, with a specific factual response to each allegation and a gap where a document does not state the fact. Do not upload it.
- Basis: Checked against the linked sources on 22 October 2026. Confirm the current instrument before reliance.

## Notes

- The deadline is the one stated on the request. Do not assume a number of days.
- Once the statement is uploaded it cannot be retracted through the portal. Check it first.

## Sources

- [EEOC: Effective position statements](https://www.eeoc.gov/employers/effective-position-statements) (checked 2026-10-22)
- [ABA Model Rule 1.6, Confidentiality of Information](https://www.americanbar.org/groups/professional_responsibility/publications/model_rules_of_professional_conduct/rule_1_6_confidentiality_of_information/) (checked 2026-10-22)

## Forms and precedents for this task

| Form or precedent | Kind | AI level | Summary |
| --- | --- | --- | --- |
| [Outline for an EEOC position statement](https://ailawframework.com/precedents/employment-and-workplace-relations/us-eeoc-position-statement-outline.md) | Checklist | Yellow | An outline for the employer's position statement to the EEOC, following the Commission's pages on effective statements and on what happens to the statement after it is submitted. |

Signed-in accounts can read the full text of each one.

*Practice guidance for planning and review. Confirm current primary sources and the requirements of the actual matter. This is general information, not legal advice.*