The alleged conduct was never judged - a filing clock ran out first
A federal judge threw out a worker's discrimination claims against a labor-rights nonprofit - not on the facts, but because they came too late.
On August 12, a judge in Washington, D.C., dismissed the federal claims a former program director had brought against the Solidarity Center, an international labor-rights organization. The reason had nothing to do with whether the alleged conduct happened. The claims were filed too late.
The former employee, who is African American, alleged that in 2019 her supervisor sent inappropriate messages and made unwanted romantic advances. According to her filings, he "often mentioned that employees had affairs with one another," sent text messages with love songs, and told her he was not with his wife. She says she did not accept the advances.
In May 2020, she received an email from human resources saying she would be demoted. The move took effect that July. She later alleged it cut her pay, benefits, and responsibilities, that she was denied a contractual step increase, and that she was shut out of key communications and leadership opportunities because of her race, sex, and protected activity.
The timing is what should give HR teams pause. Under Title VII, an employee who first uses a state or local agency must file a charge within 300 days of the act in question. She filed with the D.C. Office of Human Rights and the EEOC on July 1, 2021, and even checked a box marking...
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