The most recent discriminatory act occurred September 11, 2025. The 300-day EEOC filing deadline falls on July 8, 2026 — 61 days from today. Immediate consultation recommended.
Client Information
Claim Analysis
Employer Information
Chronological Timeline
Client Narrative
In client's own wordsI worked at Meridian for 7 years without a single issue. My reviews were always good and I was promoted in 2021. Everything changed when Tom Harmon became my supervisor in January 2025. From day one he treated me differently than my white colleagues. I was left off meeting invites, denied access to projects I was supposed to lead, and he made comments about how I needed to "adapt my communication style to fit the team culture." My colleagues never received these comments. In April I filed a formal complaint with HR. I put everything in writing. After that, things got worse. In May I got my first bad review ever. In July they put me on a PIP — something that had never come up in 7 years. Two people on my team who had lower performance numbers than me were promoted while I was on the PIP. On September 11 they fired me and said it was because of my performance on the PIP. I believe they built a paper trail to fire me after I complained. I have emails, my HR complaint, all my old performance reviews, and my termination notice.
Filing Deadlines — All Forums
Action required| Forum / Agency | Claim Type | Deadline | Days Remaining | Status |
|---|---|---|---|---|
| EEOC Title VII, ADA, ADEA, GINA |
Discrimination, Retaliation, Harassment | July 8, 2026 300 days — IL is deferral state |
61 days | URGENT |
| DOL / WHD FLSA — Wage & Hour |
Unpaid wages, overtime | Sep 11, 2027 2 years (3 if willful) |
491 days | OK |
| DOL FMLA |
FMLA violations | Sep 11, 2027 2 years (3 if willful) |
491 days | OK |
| NLRB National Labor Relations Act |
Unfair labor practices | Mar 11, 2026 6 months from violation |
Expired | REVIEW |
| Federal Court After Right to Sue letter |
All Title VII / ADA / ADEA claims | 90 days after RTS Clock starts on RTS receipt |
Pending EEOC | MONITOR |
| Forum / Agency | Claim Type | Deadline | Days Remaining | Status |
|---|---|---|---|---|
| IDHR dhr.illinois.gov |
IL Human Rights Act — all protected classes | Sep 11, 2026 300 days from violation |
126 days | MONITOR |
| IL State Court Civil lawsuit |
IL Human Rights Act claims | Sep 11, 2027 2 years from violation |
491 days | OK |
⚠ State agency filing deadlines vary by state and claim type. Always verify current deadlines directly with the relevant agency or through state-specific legal counsel.
Documentation Status
Priority Flag
Recommended Next Steps
Schedule consultation immediately — EEOC deadline in 61 days
The 300-day EEOC filing window closes July 8, 2026. Consultation and charge preparation should begin this week to preserve all federal claims.
Request PIP documentation and HR response records
Client does not have PIP records. These are critical to establishing the paper-trail retaliation narrative. Request before consultation.
Identify and preserve comparator evidence
Client references two white colleagues who were promoted during the PIP period. Names, titles, and performance data should be gathered to support disparate treatment claim.
Advise client to preserve all communications
Client has emails and texts but should be reminded not to delete anything and to back up personal copies of all documentation before employer access is lost.
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