Opinion ID: 1439480
Heading Depth: 1
Heading Rank: 4

Heading: Age Discrimination Claim Based on Denial of Detail Extension

Text: Under the ADEA, an employee has two alternative options for seeking judicial redress. In the first, an employee gives the Equal Employment Opportunity Commission (EEOC) notice of the alleged discriminatory act within 180 days, and gives notice of his intent to sue at least thirty days before commencing suit in a federal court. 29 U.S.C. §§ 633a(c), (d). In the second option, an employee invokes the EEOC's administrative claims process, and then may appeal any loss therein to the federal court. 29 U.S.C. §§ 633a(b), (c). If the employee goes through the administrative process, he must notify the EEO counselor within forty-five days of the alleged discriminatory conduct. 29 C.F.R. § 1614.105(a)(1). Under either avenue, Whitman's claim was untimely. Whitman's challenge to his employer's denial of an extension of a work detail was untimely. Whitman learned about the denial of his request for an extension of his work detail in August 2000. He raised his claim in administrative proceedings in September 2001, more than one year later, by adding this additional claim to his complaint. Whitman failed to give the EEOC notice of the allegedly discriminatory act within 180 days of its occurrence. See 29 U.S.C. § 633a(d). During the pendency of administrative proceedings, Whitman did not notify the EEO counselor of this incident within forty-five days of its occurrence. See 29 C.F.R. § 1614.105(a)(1); Lyons v. England, 307 F.3d 1092, 1108 (9th Cir.2002). He therefore has not met the time requirements for either option.