Why not have the 180-day clock start to run when an employee knew or should have known about the decision?
This rule would result in significant litigation – costly to both victims and employers – over when the employee knew or should have known about the discrimination. Moreover, such a rule would serve no use. Employees have no reason to delay filing a claim once they have reason to believe they are victims of discrimination, and they will seek redress immediately, because in most cases they can only collect backpay for up to two years, and they would needlessly defer getting their fair pay by delaying their filing of a claim.
Related Questions
- Are there any known issues where software protected with PACE protection does not run, or run aberrantly, on the new operating system that just came out?
- How does an employee prove that the employer knew or had reason to believe that off the clock work was being performed?
- What happens if hours on the time clock do not match hours recorded on the employees check?
