We are blogging on Mark Oberti’s paper on the “5 Things Employers And Employees Need To Know About Cancer In The Workplace”
Under the ADA, an employee has only 300 days to file an EEOC Charge of Discrimination from the date they learn the employer is going to, or has taken an action against them in violation of the law. Under a Texas state law version of the ADA, that deadline is only 180 days to file a Charge of Discrimination with the Texas Workforce Commission – Civil Rights Division. Furthermore, the 300-day or 180-day limits can be triggered by events far short of actual termination. Therefore, if you believe that your employer or former employer has discriminated against you based on a disability, perceived disability, or record of disability – such as cancer – it is imperative to comply with these deadlines.