Employees have a limited window in which to file discrimination complaints and related lawsuits. Miss the deadline and the case is over.
That’s why it’s important to document all employment decisions—even trivial ones—with a note and a date for the record.
Recent case: Kathleen sued, claiming that in the years she worked for Securian Financial Group, her supervisor ridiculed and abused her, called her names, denied requests for accommodations and once even took her to a psychiatric institution and had her involuntarily committed.
However, Julie didn’t start the litigation process until well past the deadlines for filing state and federal lawsuits. Because Securian had good records that told the court exactly when each incident occurred, getting the allegations tossed was relatively easy. (Radcliffe v. Securian Financial Group, No. 11-CV-3701, DC MN, 2012)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Follow these best practices for tracking initial discrimination complaints
- Vague statements won't support harassment lawsuit
- Growing threat: Employees use 'Section 1981' to sue for race bias
- Legal risks of interviewing transgender applicants