Evaluate protected activity causal links, analyze temporal proximity under federal precedent, detect shifting employer pretext, and calculate EEOC statutory filing deadlines.
Under Title VII, ADEA, ADA, OSHA, and Dodd-Frank, protected activity includes lodging an internal complaint with HR or supervisors, reporting harassment or discrimination, participating in an investigation, or filing an external agency charge.
Per Burlington Northern & Santa Fe Ry. Co. v. White, an action is materially adverse if it might dissuade a reasonable worker from making or supporting a charge—including demotion, shift stripping, PIPs, exclusion from key meetings, or termination.
When an adverse action follows closely on the heels of a protected complaint (often within 1 to 2 months), courts recognize an evidentiary inference of causation. Shifting explanations and departures from standard protocol reinforce pretext.
In states or localities without a state employment practice agency enforcing equivalent anti-discrimination laws, claimants have 180 calendar days from the date of the adverse action to file a charge with the EEOC. In "deferral jurisdictions" (such as California, New York, Florida, and over 40 other states with their own agencies), the dual-filing deadline extends to 300 calendar days.
Yes. Under the McDonnell Douglas burden-shifting framework, once the employee shows a prima facie case, the burden of production shifts to the employer to articulate a legitimate, non-discriminatory business reason. The employee must then demonstrate that this stated reason was pretextual—using evidence such as inconsistent prior evaluations, shifting explanations, or disparate treatment compared to similarly situated peers.
No. All calculations, timeline projections, temporal analyses, and JSON/text report generation run entirely client-side inside your local browser runtime. No case details, employee identities, or privileged notes are uploaded to any server.