Justia Summary

Title VII of the Civil Rights Act of 1964 prohibits discrimination in employment on the basis of race, color, religion, sex, or national origin, 42 U.S.C. 2000e–2(a)(1). A complainant must file a charge with the Equal Employment Opportunity Commission (EEOC), which notifies the employer and investigates. The EEOC may attempt informal methods of conciliation and has the first option to sue the employer. If the EEOC does not sue, the complainant is entitled to a “right-to-sue” notice and then may commence a civil action against her employer. Davis filed a charge against her employer, Fort Bend, claiming sexual harassment and retaliation for reporting the harassment. While the charge was pending, Fort Bend fired Davis because she failed to come to work on a Sunday, going to a church event instead. Davis attempted to supplement her EEOC charge by handwriting “religion” on an “intake questionnaire.” She did not amend the formal charge document. Upon receiving a right-to-sue letter, Davis filed suit, alleging discrimination on account of religion and retaliation for reporting sexual harassment. After years of litigation, only the religion-based discrimination claim remained. Fort Bend then asserted for the first time that the court lacked jurisdiction because the EEOC charge did not state a religion-based discrimination claim. The Fifth Circuit reversed dismissal of the suit.

The Supreme Court affirmed. Title VII’s charge-filing requirement is not jurisdictional. A claim-processing rule requiring parties to take certain procedural steps during or before litigation may be mandatory so that a court must enforce the rule if timely raised. A mandatory rule of that sort, unlike a prescription limiting the kinds of cases a court may adjudicate, is ordinarily forfeited if not timely asserted. Title VII’s charge-filing requirement is discrete from the statutory provisions empowering federal courts to exercise jurisdiction over Title VII actions.

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