Opinion ID: 167923
Heading Depth: 2
Heading Rank: 1

Heading: Discriminatory Acts Prior to Placement on the PIP

Text: 27 Haynes' allegations of Larson's actions prior to placement on the PIP may be parsed into three categories: (1) a request to come to work while ill; (2) lack of managerial support as compared with that provided to the male employees; and (3) reassignment of her accounts. As to the first two categories, we agree with Haynes that they are not the type of actions that would begin the statutory limitations period since she has not alleged, and the record does not reflect, these actions were anything but an inconvenience. 28 Larson's repeated removal of Haynes' accounts, however, paint a different picture. As Haynes repeatedly stated, these actions directly caused a significant change in her employment status and benefits. According to Haynes, Larson's discriminatory actions caused Quivey to receive the rewards of her work and, conversely, she was unable to meet her sales quotas. Although she did not identify the precise accounts unfairly removed, the dates they were transferred to Quivey or the amount of income she lost as a result of the transfers, Haynes clearly knew the discriminatory nature of Larson's actions and the resulting detrimental effect to her income. 9 Indeed, in a November 7, 2000 e-mail to Larson, Haynes stated, this has impacted my sales output tremendously, as the work I've done is not reflected in my base and someone else is now getting paid on much of my work. (R. Vol. III at 333.) Because each removal of an account constituted an actionable adverse employment action, Haynes was required to file an administrative charge within 300 days of each removal. She did not do so. Thus, any claim based on the removal of her accounts is time-barred.