Separate Deadlines: Retaliation claims have independent filing deadlines:
- 180/300 day deadline runs from each act of retaliation
- New retaliation creates new filing opportunities
- Can file retaliation claim even if underlying harassment claim is time-barred
- Multiple retaliation incidents may create continuing violation
Strategic Filing Considerations:
- File retaliation charges promptly to preserve evidence
- Consider whether retaliation strengthens underlying harassment case
- Evaluate impact of filing additional charges on workplace relationships
- Assess whether retaliation claim is stronger than original harassment claim
Immediate Protection Timeline
Urgent Action Items (Within 48 Hours):
- Document retaliatory incident in detail
- Report retaliation to appropriate company personnel
- Preserve evidence before it can be destroyed or modified
- Notify witnesses and request they preserve relevant evidence
- Consider safety and security concerns requiring immediate attention
Short-term Protection (Within 2 Weeks):
- File formal complaint about retaliation with HR or management
- Consult with employment attorney about legal options
- Organize evidence and documentation systematically
- Research state and federal anti-retaliation protections
- Consider whether interim workplace accommodations are needed
Long-term Strategy (Within 30 Days):
- Evaluate effectiveness of internal complaint process
- Prepare for potential EEOC filing if internal process fails
- Build support network of witnesses and documentation
- Assess career impact and consider future employment options
- Develop comprehensive strategy for addressing both harassment and retaliation