Opinion ID: 398302
Heading Depth: 2
Heading Rank: 1

Heading: Stale Title VII Claims

Text: 10 Section 2000e-5(e), 42 U.S.C., provides the period within which a complainant must file with the EEOC to preserve his Title VII claims. Chung seeks to recover for acts that predate the limitation period. He reasons that these acts were part of a pattern of discrimination that continued even after he brought this suit, and that the limitation period did not begin to run until the pattern of discrimination ended. See, e.g., Wetzel v. Liberty Mutual Ins. Co., 508 F.2d 239, 246 (3d Cir.), cert. denied, 421 U.S. 1011, 95 S.Ct. 2415, 44 L.Ed.2d 679 (1975); Pacific Maritime Ass'n v. Quinn, 491 F.2d 1294, 1296 (9th Cir. 1974); Macklin v. Spector Freight Systems, Inc., 478 F.2d 979, 987 (D.C.Cir.1973). 11 The defendants seem to respond that, because Chung's EEOC charge did not expressly allege a pattern of discrimination, the district court correctly found that the discrimination consisted solely of discrete acts. We cannot agree that a critical factual finding like this one can be based on such a mechanical reading of the charge. In Kaplan v. International Alliance of Theatrical and Stage Employees, 525 F.2d 1354, 1359 (9th Cir. 1975), we explained: 12 The EEOC charges must be construed with utmost liberality since they are made by those unschooled in the technicalities of formal pleading.... 13 .... 14 Since it is anticipated that lay persons will continue to initiate EEOC action without legal assistance, it is hypertechnical to insist on absolute compliance with formal pleading requirements. Indeed, (i)t would falsify the Act's hopes and ambitions to require verbal precision and finesse from those to be protected, for we know that these endowments are often not theirs to employ. Sanchez v. Standard Brands, Inc., supra 431 F.2d (455) at 465 (5th Cir.). The administrative charge required by Title VII does not demand procedural exactness. It is sufficient that the EEOC be apprised, in general terms, of the alleged discriminating parties and the alleged discriminatory acts. 15 Chung's EEOC charge alleged a number of discriminatory acts that suggest a pattern. His failure to spell out a continuing-violation theory did not prevent the EEOC from conducting an effective investigation of his claims. Therefore, his charge was adequate.