Specialty Retailers, Inc. v. DeMoranville

How courts have described this case

Verbatim parenthetical descriptions written by other courts when citing this decision. Ranked by citation-network relevance.

• concluding that time period for charge begins when employee is informed of discriminatory action and not on unspecified dates of discriminatory action’s consequences
• concluding that the limitations period commenced when the employee was informed that she would be fired if her leave of absence lasted longer than one year
• holding that “[a]lthough the Age Discrimination in Employment Act . . . has extended the time for filing to 300 days, the Texas time period is not affected.”
• holding that employee's notification that she would be terminated if she did not return to work within one year of start of her medical leave began limitations period running, rather than date on which she was actually terminated
• noting that, although ADEA time limit for filing can be extended to 300 days, Texas 180 day limit is “not affected”
• stating that the 180-day period began when employee was told she would be fired if medical leave lasted over one year, not when she was actually fired

Source: CourtListener parenthetical corpus (CC0).