Checklist · Employment & Workplace Relations
Title VII charge and suit timing checklist
A checklist of the charge-filing and suit periods in 42 U.S.C. § 2000e-5. It is for Title VII. It does not state the periods under the ADEA or the ADA.
- Kind
- Checklist. Steps or checks to work through and tick off.
- Where it applies
- United States
- AI use
- Yellow You and the tool draft together, with you directing. You check every statement you rely on.
- Law stated as at
- 22 October 2026
- Status
- Maintained. Checked on 22 October 2026 against the authority it cites, for United States.
- Version
- 1
- Source
- Written for this library
When to use it
Use when a Title VII charge or a notice under section 2000e-5(f)(1) is on the desk and someone needs the statutory periods written down. The lawyer decides whether the charge was timely. This page does not decide it.
Used for these tasks
- Draft the unfair-dismissal or equivalent tribunal application and response
- Build a dismissal chronology and urgent filing check
Each task page says how far AI may help with the task and what the lawyer must review.
How AI may be used
AI may enter the dates of the act, the charge, and the notice from the documents. The lawyer decides which period applies and whether any day is tolled.
AI may
- Place the document dates into the table without calculating a conclusion
- Mark whether a state or local agency filing is in the file
- Flag a draft that treats the checklist as an ADEA or ADA calculation
AI must not
- Must not declare the charge or the suit timely or untimely
- Must not apply these day counts to the ADEA or the ADA
- Must not send a position statement or a complaint from this checklist
The lawyer checks
- The statute on the page is Title VII, section 2000e-5, and the dates come from the charge and the notice
- The 300-day path is used only if the aggrieved person initially instituted proceedings with a qualifying state or local agency
- The 90-day path is counted from the notice section 2000e-5(f)(1) describes, and only if that paragraph's conditions are met
Method: how the Green, Yellow and Red levels are decided. This is guidance for planning, not legal advice.
Read the full text
The full text is available after you log in. It is free. When you log in you can:
- read the whole precedent, with its drafting notes beside it;
- copy it, or download it as a Word file or Markdown;
- add it to your firm’s knowledge base, so colleagues can find it;
- let the AI tools you connect read it from that knowledge base.
The summary, the law it rests on and the AI-use guidance above stay public. Privacy.
More in Employment & Workplace Relations
- Employment contract (award-covered and award-free variants)
- General application (Fair Work Commission Form F1)
- Unfair dismissal application (Fair Work Commission Form F2): eligibility, the 21-day limit and completion guide
- General protections application not involving dismissal (Fair Work Commission Form F8C): completion guide
- Application for reinstatement (QIRC Form 12)
- Redundancy consultation letter, termination letter and NES entitlements checklist
- At-will offer letter
- EEOC charge of discrimination
- Outline for an EEOC position statement
- Fair Work Information Statement, Casual Employment and Fixed Term Contract Information Statements: when and how to give them
- General protections application involving dismissal (Fair Work Commission Form F8): completion guide
- Response to a general protections dismissal application (Form F8A)
- Employer response to an application for reinstatement (QIRC Form 12A)
- Litigation hold for an employment charge or suit
- Separation and release agreement, with ADEA and OWBPA terms
- Workplace investigation terms of reference, allegation schedule and interview plan
- Disciplinary allegations letter, show cause letter and outcome letter (procedural fairness)
- Application for an order to stop bullying at work (Fair Work Commission Form F72): preparation guide
- Application for an unlawful termination dispute (Form F9)
- General application (QIRC Form 2)
- Employer response to an unfair dismissal application (Form F3): completion guide and jurisdictional-objection checklist
- Employee confidentiality and invention assignment, with DTSA notice
- Application to deal with a dispute under a dispute settlement procedure (Form F10)
- Application in existing proceedings (QIRC Form 4)
- Deed of settlement and release on termination of employment, with payment and tax treatment checklist
- Federal WARN notice to affected employees
- Workplace generative AI acceptable use policy
- Notice to employees of computer and AI-enabled workplace monitoring (NSW and ACT, with Victorian notes)
- Application for approval of an enterprise agreement (Form F16)
- Application to recover unpaid wages and superannuation (QIRC Form 15)
- Out-of-hours contact and right to disconnect policy (Fair Work Act s 333M)
- WHS risk assessment for AI-driven work allocation and monitoring (psychosocial hazards)
- Order to produce documents or information (Fair Work Commission Form F52)
- Application to appeal (QIRC Form 5)
- Court claim of dismissal in contravention of a general protection (Form 2)
- Small claim under the Fair Work Act (Federal Circuit and Family Court Form 5)
All precedents for Employment & Workplace Relations · Tasks and AI use in this area