---
title: "Assemble the charge-timing points for a self-represented employment complainant"
url: "https://ailawframework.com/practice/anti-discrimination-and-industrial-relations/prepare-a-guide-for-a-self-represented-complainant-using-ai/united-states"
type: "task_jurisdiction_version"
site: "AI Law Framework"
id: "A15-B8-2-US"
practice_area: "Anti-Discrimination & Industrial Relations"
tier: "red"
lawyer_review: "required"
jurisdictions: ["US"]
last_reviewed: "2026-10-22"
---

# Assemble the charge-timing points for a self-represented employment complainant

> From the person's own dates, list the date of the practice described, whether the person says a state or local agency proceeding was started, and the date of any notice that the agency ended it.…

Canonical page: https://ailawframework.com/practice/anti-discrimination-and-industrial-relations/prepare-a-guide-for-a-self-represented-complainant-using-ai/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 | Red: Lawyer writes; AI may check, clarify or collect data |
| How AI is used | From the person's own dates, list the date of the practice described, whether the person says a state or local agency proceeding was started, and the date of any notice that the agency ended it. Write no guide, no charge, and no statement of the likely result. |
| What the lawyer must review | You write anything the person will rely on, including a guide, and you write the charge if one is filed. Title VII, 42 U.S.C. § 2000e-2(a), makes it an unlawful employment practice for an employer to fail or refuse to hire or to discharge any individual, or otherwise to discriminate in 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 would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect status as an employee, because of race, color, religion, sex, or national origin. The ADA, 42 U.S.C. § 12112(a), provides that no covered entity shall discriminate against a qualified individual on the basis of disability in regard to job application procedures, the hiring, advancement, or discharge of employees, employee compensation, job training, and other terms, conditions, and privileges of employment. A charge under 42 U.S.C. § 2000e-5(e)(1) shall be filed within 180 days after the alleged unlawful employment practice occurred, and notice of the charge, including the date, place, and circumstances, shall be served on the person charged within ten days thereafter. Where the aggrieved person has initially instituted proceedings with a state or local agency with authority to grant or seek relief, the charge shall be filed within 300 days after the practice occurred, or within 30 days after receiving notice that the agency has terminated the proceedings, whichever is earlier. Under § 2000e-5(f)(1), if the charge is dismissed, or if within 180 days from filing the Commission has not filed a civil action, the Attorney General has not filed one against a government respondent, and there is no conciliation agreement to which the person is a party, notice is given, and within 90 days after that notice a civil action may be brought. The court may appoint an attorney and may authorise commencement without payment of fees, costs, or security. The EEOC's 29 April 2024 page states that federal employment-discrimination laws apply to the use of AI in employment as they apply to other employment practices, and that discrimination can be intentional or the result of a seemingly neutral practice with an unjustifiable disparate impact. You decide what the guide says. The compensation-timing detail in § 2000e-5(e)(3) was not applied. |
| Written for | United States |
| Applies to | [Prepare a guide for a self-represented complainant using AI](https://ailawframework.com/practice/anti-discrimination-and-industrial-relations/prepare-a-guide-for-a-self-represented-complainant-using-ai.md) |

## Checking plan

- What the AI does: From the person's own dates, list the date of the practice described, whether the person says a state or local agency proceeding was started, and the date of any notice that the agency ended it. Write no guide, no charge, and no statement of the likely result.
- Basis: Checked against the linked sources on 22 October 2026. Confirm the current instrument before reliance.

## Notes

- The EEOC page also names age and genetic information. The ADEA and GINA statutes were not opened, so this guide does not state those charge rules.
- The EEOC harassment guidance was vacated in part and its body is not a source for the guide. The linked technical-assistance pages on the AI page were not opened.
- Section 2000e-5(f)(2) allows the Commission to seek temporary or preliminary relief under Rule 65 of the Federal Rules of Civil Procedure. Rule 65 was not opened.

## 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 (Title VII)](https://www.law.cornell.edu/uscode/text/42/2000e-5) (checked 2026-10-22)
- [EEOC, What is the EEOC's role in AI? (29 April 2024)](https://www.eeoc.gov/sites/default/files/2024-04/20240429_What%20is%20the%20EEOCs%20role%20in%20AI.pdf) (checked 2026-10-22)
- [42 U.S.C. § 12112, discrimination (Americans with Disabilities Act, Title I)](https://www.law.cornell.edu/uscode/text/42/12112) (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.*