---
title: "Build a Title VII chronology and comparator table from the employment file"
url: "https://ailawframework.com/practice/anti-discrimination-and-industrial-relations/build-a-discrimination-chronology-and-comparator-table-from-the-file/united-states"
type: "task_jurisdiction_version"
site: "AI Law Framework"
id: "A15-A20260923-1-US"
practice_area: "Anti-Discrimination & Industrial Relations"
tier: "yellow"
lawyer_review: "required"
jurisdictions: ["US"]
last_reviewed: "2026-10-22"
---

# Build a Title VII chronology and comparator table from the employment file

> Build a dated chronology and a comparator table from the documents the lawyer marks: who did what, the protected characteristic alleged, and how the named comparator was treated. Write no charge and no brief.

Canonical page: https://ailawframework.com/practice/anti-discrimination-and-industrial-relations/build-a-discrimination-chronology-and-comparator-table-from-the-file/united-states  
Last reviewed: 2026-10-22

Site index for agents: https://ailawframework.com/llms.txt

## Key facts

| Fact | Value |
| --- | --- |
| Practice area | [Anti-Discrimination & Industrial Relations](https://ailawframework.com/practice/anti-discrimination-and-industrial-relations.md) |
| Human involvement | Yellow: Lawyer and AI draft together |
| How AI is used | Build a dated chronology and a comparator table from the documents the lawyer marks: who did what, the protected characteristic alleged, and how the named comparator was treated. Write no charge and no brief. |
| What the lawyer must review | Title VII makes it an unlawful employment practice for an employer to fail or refuse to hire or to discharge any individual, or otherwise to discriminate with respect to compensation, terms, conditions or privileges of employment, because of race, color, religion, sex or national origin, or to limit, segregate or classify employees or applicants in a way that deprives them of employment opportunities because of those characteristics (42 U.S.C. § 2000e-2(a)). A charge must be filed within 180 days after the alleged practice, or within 300 days if the person has initially instituted proceedings with a state or local agency that has authority to grant or seek relief, or within 30 days after notice that the agency has terminated the proceedings, whichever is earlier (42 U.S.C. § 2000e-5(e)(1)). You decide whether the facts support a charge. If a paper is later filed in federal court, Rule 11 requires a reasonable inquiry. |
| Written for | United States |
| Applies to | [Build a discrimination chronology and comparator table from the file](https://ailawframework.com/practice/anti-discrimination-and-industrial-relations/build-a-discrimination-chronology-and-comparator-table-from-the-file.md) |

## Checking plan

- What the AI does: Build a dated chronology and a comparator table from the documents the lawyer marks: who did what, the protected characteristic alleged, and how the named comparator was treated. Write no charge and no brief.
- Basis: Checked against the linked sources on 22 October 2026. Confirm the current instrument before reliance.

## Notes

- Title VII's statutory text lists race, color, religion, sex and national origin. Age, disability and genetic information sit in other statutes. Do not fold them into a Title VII count without opening those statutes.
- The 300-day period applies only where the person has initially instituted proceedings with a qualifying state or local agency. Confirm that agency before using 300 days.

## Sources

- [42 U.S.C. § 2000e-2, unlawful employment practices (Title VII)](https://www.law.cornell.edu/uscode/text/42/2000e-2) (checked 2026-10-22)
- [42 U.S.C. § 2000e-5, enforcement provisions, including the time for filing a charge](https://www.law.cornell.edu/uscode/text/42/2000e-5) (checked 2026-10-22)
- [Federal Rule of Civil Procedure 11](https://www.law.cornell.edu/rules/frcp/rule_11) (checked 2026-10-22)

*Practice guidance for planning and review. Confirm current primary sources and the requirements of the actual matter. This is general information, not legal advice.*