When Should DC Terminated Teachers File An EEOC Complaint ?

Many of DC's terminated teachers have asked whether they should file a complaint with EEOC. I think that if you are uncertain, you definitely should consult with an EEOC office near to you. Discrimination is defined broadly and also includes retaliation. If you believe that you have been the victim of retaliation , then certainly you should file with EEOC. Keep in mind that there are timelines that must be be followed. I have posted EEOC's guidelines for complaints as well as their toll free telephone number @ 1-800-669-4000.

The U.S. Equal Employment Opportunity Commission (EEOC) Headquarters and Washington Field Office (WFO) moved in November 2008 to 131 M Street, NE., Fourth Floor, Suite 4NWO2F, Washington, DC 20507-0100

The Wash. Field Office is responsible for processing charges of discrimination against private, state and local government employers in the District of Columbia and Northern Virginia, and for administering hearings regarding complaints against federal government employers in these geographic areas. Additional information about the WFO, including contact info, hours of operation and directions, can be found at http://www.eeoc.gov/washington/.

If you believe you have been discriminated against by an employer, labor union or employment agency when applying for a job or while on the job because of your race, color, sex, religion, national origin, age, or disability, or believe that you have been discriminated against because of opposing a prohibited practice or participating in an equal employment opportunity matter, you may file a charge of discrimination with the U.S. Equal Employment Opportunity Commission (EEOC).

Charges may be filed in person, by mail or by telephone by contacting the nearest EEOC office. To avoid delay, call or write before hand if you need special assistance, such as an interpreter, to file a charge.

There are strict time frames in which charges of employment discrimination must be filed. To preserve the ability of EEOC to act on your behalf and to protect your right to file a private lawsuit, should you ultimately need to, adhere to the following guidelines when filing a charge.

Title VII of the Civil Rights Act (Title VII) charges must be filed with EEOC within 180 days of the alleged discriminatory act. However, in states or localities where there is an anti=discrimination law and an agency authorized to grant or seek relief, a charge must be presented to that state or local agency. Furthermore, in such jurisdictions, you may file charges with EEOC within 300 days of the discriminatory act, or 30 days after receiving notice that the state or local agency has terminated its processing of the charge, whichever is earlier. It is best to contact EEOC promptly when discrimination is suspected. When charges or complaints are filed beyond these time frames, you may not be able to obtain any remedy.


Americans with Disabilities Act (ADA) - The time requirements for filing a charge are the same as those for Title VII charges. (within 180 days)


Age Discrimination in Employment Act (ADEA) - The time requirements for filing a charge are the same as those for Title VII and the ADA. (within 180 days)

Equal Pay Act (EPA) - Individuals are not required to file an EPA charge with EEOC before filing a private lawsuit. However, charges may be filed with EEOC and some cases of wage discrimination also may be violations of Title VII. If an EPA charge is filed with EEOC, the procedure for filing is the same as for charges brought under Title VII. However, the time limits for filing in court are different under the EPA, thus, it is advisable to file a charge as soon as you become aware the EPA may have been violated.

Posted by The Washington Teacher

Michelle A. Rhee Terminates Dee Does DC

Dee Does the District responds: "Thank you, but this issue is bigger than just me. There are six other teachers that were terminated from Ludlow-Taylor Elementary School by Carolyn Cobbs (Principal). These individuals range from probationary teachers to veterans in the District. One teacher in particular was told her job was safe, only to receive a certified letter stating her termination yesterday. I want others to know that they are not alone in this! We need to band together and fight for ourselves and fight for the current and future teachers of the District. What happened to us is not right and it is not fair and although this will be a long, arduous task, we will win this."

250 DC Teachers Terminated As Reported by The WaPo
No official confirmation from Chancellor Rhee's office

I decided to post the story of Dee's termination, a fellow education blogger right here in DC. Dee features the story of her own termination on her blog @ Dee Does The District

This one's for you Dee ! It ain't over till its over. The Washington Teachers' Union (WTU) has pending litigation with respect to last year's probationary teachers who were terminated unfairly. One of the first cases involving a probationary teacher had over 30 contractual violations for starters. By the way, last years terminated probationary teachers had meets and exceeds expectations performance evaluations.

Here's what Union Prez Parker said in today's Post article by Bill Turque: "Parker said the union disagrees with the school system about the status of probationary teachers. The union contends that if a teacher on probation receives a satisfactory evaluation, he or she should be hired permanently. Last year's firings of probationary teachers are the subject of a court fight, and Parker said he intends to pursue a similar remedy this year. "

I Was Terminated by Dee Does The District

"I was terminated yesterday."

Just two quick thoughts before I go to bed for the evening:
1. Michelle Rhee has acknowledged how terrible she was as a first-year teacher; this is hardly different for the majority of of first- and second-year teachers (traditional or alt-cert) as we are all trying to navigate our classrooms and our schools. But according to her, she was able to come back for two more years and make significant gains -- why aren't all of the probationary teachers who were terminated allowed to make the same progress after a rough (or smooth...) first year in the classroom?

2. Rhee has also acknowledged that the PPEP form is a bad document that allows for administrators to arbitrarily put down negative scores based on whims, fancies, and personal vendettas. This acknowledgement has been translated into a new evaluation system for the upcoming school year that will bring in impartial, expert teachers to ensure fairness in the process -- we are in fact, dealing with people's careers and lives here. Alas, despite recognizing the inherent flaws in the process, a single administrator was still allowed to make the final ruling on a teacher's employment status. It seems that these two things are in direct conflict with one another.

No, I'm not mad or upset with Rhee -- I'm just disappointed that she failed to terminate the right person. " (Courtesy of Dee Does the District) quote courtesy of The Washington Post.