Unlike other areas of law, an employee cannot go directly to court when bringing a Title VII claim of discrimination against an employer. First, a private sector employee must file a charge of discrimination against the employer with the United States Equal Employment Opportunity Commission (EEOC). This process is different for employees of the federal government. Although an employee does not need an attorney to file a charge of discrimination with the EEOC, it is worth noting that the EEOC does not represent employees. Thus, it is a good idea for an employee to consult with an employment lawyer beforehand.
Generally, an employee has 300 days from the date of the last discriminatory act to file a charge of discrimination to preserve federal rights. However, an employee only has 180 days from the date of the last discriminatory act to file a charge of discrimination to preserve state rights here in Texas. In many cases, it is important to preserves an employee’s state rights. Although the EEOC does not require that a charge of discrimination be notarized, Texas does require a charge of discrimination to be notarized.
Stacy Cole Law, P.C. represents employees through the EEOC process. Additionally, our Dallas employment law firm represents employers who have had a charge of discrimination filed against them. Contact our Dallas office today to setup a consultation.
The information contained in this website is not legal advice and it is not intended to be legal advice. You should consult with a licensed attorney if you believe that you may have a claim or if you have a claim against you.