Describe the issue with dates and facts

Write down the event that prompted you to seek help, then add the relevant background. Record who made each decision, what was communicated, and when you learned about it. If a statement matters, preserve the actual message when available rather than relying only on your recollection.

Separate observations from conclusions. “My schedule changed after I submitted the complaint” describes events that can be evaluated. Whether the change was unlawful retaliation is a legal question requiring more facts. Include your role, work location, employment dates, and any relevant company policies.

Gather records you may lawfully keep

Useful material may include an offer letter, contract, pay statements, time records, performance reviews, written complaints, and responses. Bring a handbook or relevant policy if you have lawful access to it. Keep documents complete so the surrounding context remains visible.

Do not enter restricted systems, take unrelated confidential files, or remove customer or coworker information simply to build a case. Ask counsel how to preserve evidence when access is limited. Rules about recordings also vary; seek advice before secretly recording a conversation.

Treat deadlines as a separate workstream

An internal complaint and a legal filing are different processes. Under EEOC guidance, attempting to resolve a dispute through an internal grievance process generally does not extend the deadline for an EEOC charge. Federal employees and applicants also have a different complaint process.

Tell a lawyer promptly about the date of each relevant event and any agency contact. Do not assume one deadline covers discrimination, unpaid wages, a contract claim, and every other possible issue. Ask which deadlines apply, what starts each clock, and what action is needed to preserve an option.

Review proposed agreements before signing

If you receive a severance agreement, release, or new restrictive covenant, keep the full document and note when it was offered. Ask about the scope of any release, payment terms, confidentiality language, and other continuing obligations. A deadline in an employer’s letter should be evaluated alongside any applicable legal rules.

Tell counsel what matters to you beyond compensation, such as health benefits, references, future work, or an orderly departure. If you already signed an agreement, provide it and the surrounding communications. Do not assume either that it is invalid or that it ends every possible question.

Use the consultation to choose a next step

Ask the lawyer to distinguish facts needing investigation from legal theories that may fit. Discuss the advantages, costs, and practical demands of available processes. An initial review might lead to further fact-gathering, a negotiated approach, an agency process, or advice that no legal claim is apparent.

Keep a calm, dated record of later developments. Preserve relevant communications and follow lawful workplace requirements while obtaining advice. Before taking a major step such as resigning, consider getting individual guidance about how that choice could affect your options.

Your preparation checklist

  • Employment dates, job role, and work location
  • Event timeline with exact or approximate dates
  • Pay records, policies, and relevant communications
  • Any complaints and responses
  • Proposed or signed separation agreements

Background: U.S. Equal Employment Opportunity Commission, “Time Limits for Filing a Charge” and “Filing a Charge of Discrimination.” Other employment claims follow different rules.