According to Napoleon Hill, procrastination (or, postponement) is the bad habit of putting off until the day after tomorrow what should have been done the day before yesterday. When considering charges of discrimination, the EEOC applies a strict timeframe after which charges will not be accepted.
Major Causes for Action:
There are different acts by an employer which may be considered as discriminatory. Some of them are detailed below:
Guidance on Filing:
The EEOC applies variable parameters to fix the filing deadline in cases brought before the commission:
It is advisable to bring charges as soon as possible after the cause arises. Many people have lost their opportunity for filing with the EEOC, as they were intently pursuing the matter through other forums. By first filing a case with the EEOC, anyone with a grievance could extend the process by an additional 60 days as the EEOC defers the matter to a state agency with a 60 day window. This extends the window of opportunity for resolution to (180 plus 60) 240 days.
Burden of Proof:
The burden of proof for claiming that charge was filed past the deadline lies with the employer and not the employee. Employers may verify this aspect of any case by reviewing the EEOC paperwork for possible alteration of any dates reported to the EEOC. The employer would also have the burden of disproving that the discrimination ‘did not happen’ on the dates cited by the employee.
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