My question involves labor and employment law for the state of: WV

I have a charge pending against my employer - a WV higher education institution - and I was hoping for some general feedback on a few questions and concerns I have.

My charge has been assigned an investigator, however the EEOC has the resources to investigate only 10% of the charges filed.

The EEOC has a policy called the “Priority Charge Handling Procedures” (PCHP) they use to determine which cases, with probable cause, they investigate. My charge has an element of one of the EEOC’s priorities. Do all charges that fall within the PCHP get investigated?

My employer failed to include key evidence in the position statement. Luckily, I had copies of emails and Outlook meeting notices that directly contradicted my employer’s statements. What I gave the EEOC was pretty much the smoking gun that proves they attempted to coverup their actions.

I was able to provide evidence and credible witnesses to contradict everyone of my employer’s claims.

Does the fact the EEOC has irrefutable proof that my employer lied have any weight in the decision to investigate?

Finally, my employer’s failure to accommodate directly lead to a serious, permanent injury that ruined my quality of life. Will that play any role?

I know that a failure to accommodate charge is considered an adverse action in and of itself but is my injury considered an adverse employment action?

How impact does a employer lying to the EEOC have on the charge?