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Use this checklist to organize your workplace discrimination harassment claim and protect your legal rights from day one.
If you believe you are experiencing workplace discrimination or harassment based on a protected characteristic—such as race, sex, age, disability, or religion—this checklist is designed for you. Use it as soon as possible after an incident occurs. Acting early helps preserve evidence, meet strict legal deadlines, and strengthen any future workplace discrimination harassment claim.
Work through each item in order. Check off completed steps and note relevant dates and details as you go. This checklist covers federal protections under Title VII of the Civil Rights Act, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), and comparable state laws. Keep this document private and secure.
Discrimination typically involves adverse employment actions—such as termination, demotion, or pay reduction—based on a protected characteristic. Harassment involves unwelcome conduct based on a protected trait that creates a hostile work environment.
Internal reporting is not always legally required before filing an EEOC charge, but it can strengthen your claim and is often required to access certain remedies under employer policies.
Retaliation against an employee for filing a good-faith complaint is prohibited under federal and most state laws. Document any adverse actions that follow your complaint immediately.
EEOC investigations commonly take several months to over a year. You may request a Right to Sue letter after 180 days if the agency has not resolved your charge.
Use ROY's free AI analysis to understand how the law applies to your specific situation.
This article provides general legal information only and does not constitute legal advice for your specific situation. Laws vary by state/territory. Consult a qualified lawyer for advice tailored to your circumstances.
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McDonnell Douglas Corp. v. Green — discrimination burden-shifting
Framework for proving employment discrimination
The Supreme Court set out the burden-shifting framework: the plaintiff establishes a prima facie case, the employer offers a legitimate reason, and the plaintiff may then show pretext.
※ Leading U.S. precedent — reference only
Burlington Industries, Inc. v. Ellerth — supervisor harassment liability
Employer liability for a hostile work environment created by a supervisor
The Supreme Court held employers may be liable for a supervisor-created hostile work environment, subject to an affirmative defense where no tangible employment action occurred.
※ Leading U.S. precedent — reference only
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* 위 수치는 ROY AI의 유사 사건 분석 기반 추정치입니다. 개별 사건의 결과와 다를 수 있으며, 법률적 조언이나 결과 보장이 아닙니다.
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이 문서는 일반적인 법률 정보 제공 목적으로 작성되었으며, 개별 사건에 대한 법률 자문, 법적 조언, 또는 결과 보장이 아닙니다. 구체적인 법적 사안에 대해서는 반드시 자격을 갖춘 법률 전문가와 상담하시기 바랍니다. ROY Legal Insights는 정보 제공 서비스이며, 법무법인이 아닙니다. 최초 발행일: 2026.07.04.