in the charge, they will not offer, nor allow for a request, for mediation. The average mediation with the EEOC takes 3 months. Respondent's position statement and investigation Employers have 30 days from receipt of a charge to respond to allegations prior to any investigation or mediation offering, or if voluntary mediation was utilized, but unsuccessful. Charging parties have 20 days to respond to the respondent's position statement. The EEOC may ask the employer for additional information such as witness interviews, an on-site interview, or personnel files and policies. An investigator will determine whether or not there is reasonable cause to determine whether or not discrimination has occurred. In FY 2020, the EEOC found 17.4% of charged cases to have merit. The EEOC says investigations typically take 10 months or longer. Right to Sue A Right to Sue gives claimants the right to file a lawsuit in federal court. Right to Sue notices are granted when the agency does not pursue litigation, because the claimant requests the notice after 180 days have elapsed into an investigation; the EEOC finds merit following an investigation, but declines to prosecute; or the agency is unable to determine if there is reasonable cause that the law may have been violated. Charges filed under the Equal Pay Act or Age Discrimination in Employment Act do not require a Right to Sue. Age discrimination lawsuits may be filed 60 days after the charge has been filed with the EEOC, while lawsuits due to wage discrimination based on sex may be within two years from the last discriminatory paycheck. Litigation The Office of General Counsel, which is led by an appointee of the President that has been confirmed by the Senate for a four-year term, prosecutes EEOC cases in order to recover relief for complainants the agency has found to be victims of discrimination. The EEOC does not have the resources to file a lawsuit in every case where discrimination has been found and weighs the seriousness and potential impact on determining whether or not to litigate. In FY 2020, the EEOC recovered $106 million in relief through litigation of 93 meritorious lawsuits, 13 of which were systemic, accounting for $69.9 million of the relief. The EEOC defines systemic cases as "pattern or practice, policy and/or class cases where the discrimination has a broad impact on an industry, profession, company or geographic location," and all cases are