Arkansas EEOC filing deadline
Arkansas is a 180-day federal jurisdiction for general Title VII bases. The default 42 U.S.C. §2000e-5(e)(1) rule applies, with dual-filing mechanics under 29 CFR §1601.13.
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Details
State FEPA
No designated FEPA under 29 CFR §1601.74 for general Title VII bases. The default 180-day federal window applies. Some claimants may have state-court remedies under Arkansas Civil Rights Act of 1993, Ark. Code §16-123-101 et seq. (private cause of action exists, but NO designated 706 FEPA at the state level under 29 CFR §1601.74).
State filing window
State filing window not separately recorded. The federal deadline applies; verify any state-specific procedural deadline with your state's labor or civil rights agency before relying on this estimate.
Worksharing posture
No worksharing agreement for general Title VII bases. File directly with the EEOC.
Federal circuit
Arkansas is in the 8th Circuit. Federal appellate treatment of Morgan (2002) continuing-violation doctrine and constructive-discharge doctrine varies by circuit and is reviewed quarterly.
State-specific notes
- ACRA provides a private right of action in state court within 1 year of the alleged discriminatory act (Ark. Code §16-123-107(c)(3)) — verify cite. Because Arkansas has NO state agency designated under 29 CFR §1601.74, the federal EEOC charge deadline remains 180 days.
FAQ
What is the EEOC charge filing deadline in Arkansas?
180 days from the most recent discriminatory act under 42 U.S.C. §2000e-5(e)(1). Arkansas does not have a qualifying state Fair Employment Practices Agency for general Title VII bases, so the default 180-day federal window applies.
Does Arkansas have a state-level discrimination agency?
No designated Fair Employment Practices Agency operates in Arkansas for general Title VII bases under 29 CFR §1601.74.
Which federal circuit does Arkansas sit in?
Arkansas is in the 8th Circuit. Federal appeals from district courts in Arkansas go to that Circuit. Continuing-violation doctrine treatment under Morgan (2002) varies by circuit; consult an employment-law attorney before relying on circuit-specific applications.
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