The EEOC's "Unique Role" Does Not Exempt The Agency From A 300-Day Limitations Period In Title VII Pattern Or Practice Cases

In EEOC v. Princeton Healthcare System, No. 3:10-CV-04126-PGS-DEA, 2012 U.S. Dist. LEXIS 150267 (D.N.J. Oct. 18, 2012), Judge Peter G. Sheridan of the U.S. District Court for the District of New Jersey recently held that the EEOC must adhere to the 300-day limitations period as set forth by Section 706 of Title VII of the Civil Rights Act of 1984 when asserting a pattern or practice of unlawful employment action under Section 707 of Title VII. It is a significant case for employers, and adds to the growing body of case law rejecting the notion advanced by the Commission that it is unrestrained by any statute of limitations in pursuing its claims.

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