Opinion ID: 20728
Heading Depth: 3
Heading Rank: 1

Heading: Statute of Limitations for Title VII and 1981

Text: 13 Under 42 U.S.C. 2000e-5(e)(1), for causes of action in which the aggrieved party has initially instituted proceedings with a State or local agency with authority to grant or seek relief, an EEOC Charge must be filed within three hundred days after the alleged unlawful employment practice occurred. 42 U.S.C. 2000e-5(e)(1) For Title VII claims based on an employee's termination, the 300-day statute of limitations period for filing a discrimination charge with the EEOC begins to run at the time of termination, which is viewed as a discrete act of discrimination. See Delaware State College v. Ricks, 449 U.S. 250, 101 S.Ct. 498, 66 L.Ed.2d 431 (1980). Byers was terminated from his position with TDMN on February 27, 1996. He filed his EEOC charge on May 23, 1996, safely within the 300-day period allowed by law. Accordingly, Byers's claims of discrimination and retaliatory discharge in violation of VII are not barred under that law's statue of limitations. 14 Under Texas law, 1981 claims are subject to a two-year statute of limitations period. See National Ass'n of Gov't Employees v. City Pub. Serv. Bd. of San Antonio, Tex., 40 F3d 698, 713 n. 22. As discussed above, Byers's claims of discrimination and retaliation are based on his termination from TDMN on February 27, 1996. This lawsuit was filed on May 14, 1997, safely within the two-year period provided by law.