I’ve been dealing with some really tough situations at work and need advice. My question is about the EEOC deadline for filing claims. Normally it’s 180 days, but can they make exceptions and extend it to 300 days in cases of extreme behavior, like malicious actions or retaliation? I’ve been dealing with extra monitoring—like added cameras and tracking from both management and security. Has anyone faced something similar or know how this works?
I think the 180-day deadline can be extended in certain states that follow the 300-day rule, but I’m not sure about exceptions beyond that.
Kiran said:
I think the 180-day deadline can be extended in certain states that follow the 300-day rule, but I’m not sure about exceptions beyond that.
Yeah, it depends on whether your state has an agency that works with the EEOC. Do you know if yours does?
@Shan
I’m not sure, but I’ll check. Does that mean the state agency has to be involved for the 300 days to apply?
@Shan
Exactly. It’s worth contacting the EEOC directly—they can tell you more about your specific case.
Extra monitoring like that definitely sounds suspicious. Have you documented everything that’s been going on?
Blaze said:
Extra monitoring like that definitely sounds suspicious. Have you documented everything that’s been going on?
Agreed. Having a detailed record of what’s happening could really help if you decide to file a claim.
@Lyle
I’ve kept some notes, but I probably need to get more organized about it. Should I include dates and specifics?
@Lyle
Yes, definitely. Include dates, times, and any details about who’s involved. The more specific, the better.
If this feels like retaliation, it’s worth exploring if there’s a pattern. Has this started recently, or has it been going on for a while?
Case said:
If this feels like retaliation, it’s worth exploring if there’s a pattern. Has this started recently, or has it been going on for a while?
It started recently, after I spoke up about some issues at work. That’s why I feel like it’s retaliation.
Case said:
If this feels like retaliation, it’s worth exploring if there’s a pattern. Has this started recently, or has it been going on for a while?
That timing makes it seem likely. Retaliation claims can be strong if you can show a connection between speaking up and the extra monitoring.
Have you reached out to an employment lawyer? They can help you figure out if you have a strong case.
barbie said:
Have you reached out to an employment lawyer? They can help you figure out if you have a strong case.
Lawyers can also help with filing deadlines and whether you qualify for the extended time. It might be worth a call.
@Oakley
I haven’t yet, but I’m thinking about it. Do most lawyers charge for the first consultation?
@Oakley
Many offer free consultations, so it’s worth asking around. Just bring as much documentation as you can.
The EEOC has guidelines for handling retaliation, but they’re strict about deadlines. Definitely reach out to them directly.
Adam said:
The EEOC has guidelines for handling retaliation, but they’re strict about deadlines. Definitely reach out to them directly.
Good to know. I’ll make that my next step. Thanks for the advice!