A charge must be filed with EEOC within 180 days from the date of the alleged violation, in order to protect the charging party's rights.
This 180-day filing deadline may be extended to 300 days if the charge also is covered by a state or local anti-discrimination law.
These time limits do not apply to claims under the Equal Pay Act, because under that Act persons do not have to first file a charge with EEOC in order to have the right to go to court. However, since many EPA claims also raise Title VII sex discrimination issues, it may be advisable to file charges under both laws within the time limits indicated.
An individual must file a charge with the EEOC alleging discrimination based on race, color, religion, gender, national origin, age, disability or genetic information, against an employer, employment agency or labor union in Texas or New Mexico, within 300 days from the date of the unlawful employment action.
An individual alleging a violation of the Equal Pay Act may go directly to court and is not required to file an EEOC charge beforehand. The time limit for filing an EPA charge with the EEOC and the time limit for going to court are the same: within two years of the alleged unlawful compensation practice or, in the case of a willful violation, within three years.
To protect your legal rights, it is always best to contact EEOC promptly when discrimination is suspected.