Overview

6.100 Requirement to exhaust administrative remedies
         6.110 Statutes requiring exhaustion of administrative remedies
                  6.111 Title VII overview
                           6.111.01 Statutory authority
                           6.111.02 Duty to file administrative charge
                           6.111.03 Notice to employer
                           6.111.04 EEOC's reasonable cause determination
                           6.111.05 Time for making reasonable cause determination
                           6.111.06 Charge shall first be filed with State or local agency
                           6.111.07 Complainant may file suit without final determination from State or
                                        local agency
                           6.111.08 EEOC's duty to notify State or local agency if it brings a charge
                           6.111.09 Time for filing administrative charge
                           6.111.10 EEOC or Department of Justice may bring lawsuit
                           6.111.11 Person aggrieved may intervene if EEOC or Department of Justice
                                        brings a lawsuit
                           6.111.12 When person aggrieved may bring lawsuit
                           6.111.13 Court may appoint counsel and permit EEOC or Department of
                                        Justice to intervene
                           6.111.14 EEOC or Department of Justice may seek temporary or preliminary
                                        relief
                  6.112 ADA overview
                  6.113 ADEA overview
                  6.114 Rehabilitation Act claim of federal employee
         6.120 Statutes not requiring exhaustion of administrative remedies
                  6.121 Equal Pay Act
                  6.122 42 U.S.C. § 1981
                  6.123 42 U.S.C. § 1983
                  6.124 Family and Medical Leave Act
                  6.125 Rehabilitation Act claim of non-federal employee
         6.130 No duty to exhaust administrative remedies before filing suit to enforce a
                  settlement agreement
         6.140 Whether employee is required to first exhaust employer's internal
                  administrative remedies?

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6.200 General principles involving exhaustion of administrative
           remedies
         6.210 Overview of exhaustion requirement
                  6.211 Purpose of exhaustion requirement
                  6.212 Whether it is a jurisdictional prerequisite?
                           6.212.10 What if lawsuit is filed early?
                  6.213 Standard of review
                           6.213.10 Whether administrative remedies have been exhausted is a question
                                        of law
                           6.213.20 Standard of review is de novo
                  6.214 Whether dismissal for failure to exhaust administrative remedies is with
                           prejudice?
                  6.215 Effect of EEOC right to sue letter on state exhaustion requirements
                  6.216 Effect of employee's failure to cooperate with EEOC investigation
                  6.217 Effect of EEOC's failure to address a claim
                  6.218 Effect of failure to name correct employer in charge
                  6.219 Complainant may withdraw charge with permission of EEOC

6.300 Administrative charge
         6.310 Requirements of an administrative charge
                  6.311 Sufficiency of administrative charge
                  6.312 Whether intake questionnaire constitutes a charge
                  6.313 Verification of administrative charge
                           6.313.10 Charge must be verified
                           6.313.20 Verification requirement is not jurisdictional
                           6.313.30 EEOC regulation allowing verification to relate back is valid
                           6.313.40 Employer who responds to unverified charge on the merits waives
                                        the verification requirement
                  6.314 Single filing (or piggybacking) rule
                           6.314.10 ADEA actions
                           6.314.20 Person who timely filed charge must file lawsuit
                           6.314.30 Person who has previously filed a charge may not try to piggyback
                                        onto someone else's EEOC charge
         6.320 Scope of the charge
                  6.321 Standard of review
                  6.322 Liberal construction of charges
                  6.323 "Like or reasonably related"
                           6.323.10 Retaliation claims
                                        6.323.11 Retaliation claims arising before the filing of the EEOC
                                                     charge
                                        6.323.12 Retaliation claims arising after the filing of the EEOC charge
                           6.323.20 Disparate treatment claims
                                        6.323.21 Whether underlying discrimination claim is within scope of
                                                     charge alleging retaliation
                                        6.323.22 Age discrimination claim not within scope of race
                                                     discrimination claim
                                        6.323.23 Disability discrimination claim not within scope of Title VII
                                                     claim
                                        6.323.24 Disparate treatment claim not within scope of hostile work
                                                     environment claim
                                        6.323.25 Whether discrimination based on facts not mentioned in
                                                     the charge is within the scope of the charge
                                        6.323.26 Different types of disparate treatment
                                                     6.323.26.10 Failure to transfer claim not within scope of
                                                                      charge alleging wrongful termination
                           6.323.30 Harassment claims
                                        6.323.31 Co-worker harassment not within scope of supervisory
                                                     harassment charge
                           6.323.40 Reasonable accommodation claims
                                        6.323.41 Whether ADA "reasonable accommodation" claim is within
                                                     scope of charge alleging termination "because of disability"
                                        6.323.42 Whether Title VII religious accommodation claim is within
                                                     scope of disparate treatment and harassment claims
                           6.323.50 Disparate impact claims
                                        6.323.51 Whether disparate impact claim is within scope of charge
                                                     alleging disparate treatment
                                        6.323.52 Whether disparate impact claim is within scope of charge
                                                     alleging retaliation
                           6.323.60 Consideration of affidavit filed with the charge
                  6.324 Need to specify facts and/or legal theory
                  6.325 Effect of negligence of EEOC in filling out charge form
                  6.326 Scope of charge requirement does not apply to actions brought by EEOC
         6.330 Response to administrative charge
                  6.331 Must employer raise all defenses in response to EEOC charge?

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6.400 Timeliness of administrative charge
         6.410 In general
                  6.411 Parties can agree to an abbreviated statute of limitations
         6.420 When time begins to run
                  6.421 In general
                           6.421.10 Date notified of employer's decision
                           6.421.20 Date notified of employer's adoption of facially neutral policy
                           6.421.30 Discovery rule
                  6.422 Discrete acts
                           6.422.10 Request for accommodation is a discrete act
                           6.422.20 Failure to remedy an unlawful employment action is not a discrete
                                        act
                           6.422.30 Collateral review does not toll limitations period
                  6.423 Non-discrete acts
                           6.423.10 Hostile work environment claims
                           6.423.20 "Glass ceiling" claim
                  6.424 Particular claims
                           6.424.10 Constructive discharge
                           6.424.20 Denial of tenure
                           6.424.30 Unequal pay
                                        6.424.31 Maximum back pay period is two years
                           6.424.40 Retirement plan
                           6.424.50 Seniority system
                           6.424.60 Tainted promotions roster
         6.430 Deferral states
                  6.431 Necessity of timely filing with state or local agency
                           6.431.10 Whether charge is deemed to have "initially" been filed with state
                                        or local agency
                           6.431.20 State agency must have time to investigate before charge is filed
                                           with EEOC
                                        6.431.21 Effect of worksharing agreement
                  6.432 Effect of failure to file with state or local agency
                  6.433 If state or local agency does not have subject matter jurisdiction over a
                           particular claim, then the 180 day time limit applies
         6.440 Nondeferral states
         6.450 Grounds for excusing late filing
                  6.451 Continuing violation
                           6.451.10 No longer applies to discrete acts
                  6.452 Waiver
                  6.453 Equitable estoppel
                           6.453.10 General principles
                                        6.453.11 Standard of review
                           6.453.20 Standard for availability of equitable estoppel
                           6.453.30 Employer's threat of retaliation does not extend the statute of
                                        limitations
                  6.454 Equitable tolling
                           6.454.10 General principles
                                        6.454.11 Judge or jury question?
                                        6.454.12 Burden of proof
                                        6.454.13 Standard of review
                           6.454.20 Standard for availability of equitable tolling
                           6.454.30 Due to EEOC mistake
                           6.454.40 Due to plaintiff's mental disability
                           6.454.50 Due to attorney mistake
                           6.454.60 Due to employer's conduct
                           6.454.70 Due to plaintiff's lack of English fluency
                           6.454.80 Tolling normally ceases upon retention of attorney
                           6.454.90 Miscellaneous
                                        6.454.91 Complainant's failure to comply with EEOC's
                                                     change-of-address requirement
                  6.455 Relation back
         6.460 Tolling while class certification is sought
                  6.461 Stacking of subsequent class actions

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6.500 Procedural issues specific to federal employees
         6.510 Civil Service Reform Act
         6.520 EEOC's explanation of federal procedural requirements
         6.530 General procedural issues
                  6.531 General duty to exhaust administrative remedies
                           6.531.10 Whether exhaustion requirement is jurisdictional prerequisite
                           6.531.20 Whether federal government has waived exhaustion defense
                           6.531.30 Whether employee can be excused based upon a showing of futility
                  6.532 Federal government's duty to give notice of exhaustion requirements
                  6.533 Mixed-case appeals to the Merit Service Protection Board ("MSPB")
                           6.533.10 Procedure for mixed-case appeals
                           6.533.20 Appeal of MSPB decision
                  6.534 Arbitration does not automatically defer employee's duty to file suit
                  6.535 Failure to accept "offer of full relief"
                  6.536 Federal employee can bring action simply to enforce a favorable EEOC order
         6.540 ADEA exhaustion requirements
                  6.541 Alternative routes for bringing an ADEA claim
                  6.542 Effect of withdrawal of Merit Systems appeal on ability to bring ADEA action
         6.550 Rehabilitation Act exhaustion requirements
         6.560 Title VII exhaustion requirements
         6.570 Appeal of final agency decision
                  6.571 Time for appeal of final agency decision
                  6.572 Standard of review on appeal of final agency decision
                  6.573 Can a successful plaintiff appeal only the size of the administrative award?
                  6.574 Can federal employee file suit seeking only an increase in the amount of
                           attorney's fees awarded by the EEOC?
         6.580 Whether exhaustion requirements apply to certain agencies
                  6.581 Smithsonian
                  6.582 U.S. Postal Service

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6.600 [reserved]

6.700 EEOC regulations and guidelines
         6.710 Deference to regulations
         6.720 EEOC Policy Manual

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6.800 EEOC administrative investigation
         6.810 Non-assistance agreements
         6.820 Scope of EEOC subpoena powers
                  6.821 Statutory authority
                           6.821.10 Title VII
                  6.822 Standard of review
                  6.823 Cases interpreting the EEOC's authority to issue subpoenas
         6.830 Release of EEOC investigation file

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6.900 EEOC determination
         6.910 What if EEOC finds "reasonable cause"?

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