Wyoming EEOC filing deadline
Wyoming is a 300-day federal jurisdiction for Title VII bases. The 300-day extension under 42 U.S.C. §2000e-5(e)(1) rule applies, with dual-filing mechanics under 29 CFR §1601.13.
Find your EEOC filing deadline
Six questions. Outputs are estimates. Informational only — not legal advice. Your incident date is never sent to a server; the decoder runs in your browser.
Details
State FEPA
State filing window
State filing window not separately recorded. The federal deadline applies; verify any state-specific procedural deadline with Wyoming Department of Workforce Services, Labor Standards (Wyoming Fair Employment Program; the historic 'Wyoming Fair Employment Practices Commission' listed in 29 CFR §1601.74 is housed here today) before relying on this estimate.
Worksharing posture
Worksharing agreement in effect. Filing with either the EEOC or the state agency typically constitutes filing with both.
Federal circuit
Wyoming is in the 10th Circuit. Federal appellate treatment of Morgan (2002) continuing-violation doctrine and constructive-discharge doctrine varies by circuit and is reviewed quarterly.
Where Wyoming state law goes beyond federal
Title VII covers race, color, religion, sex, and national origin. ADA adds disability; ADEA adds age 40+; GINA adds genetic information. Many state FEPAs cover additional bases that federal law does not — those gaps are real grounds even when the federal claim is closed.
Shared with federal · 7
- RaceTitle VII
- ColorTitle VII
- ReligionTitle VII
- SexTitle VII
- National originTitle VII
- Age (40+)ADEA
- DisabilityADA
State-only bases · 2
- Ancestry
- Pregnancy
These bases are covered only by state law in this jurisdiction. Federal Title VII / ADA / ADEA / GINA do not reach them — but state-court remedies under the state FEPA statute may still be available.
State-specific notes
- BRIEF CORRECTION: The IDEA-BRIEF.md asserts Wyoming has 'NO FEPA, 180-day deadline only.' This is INCORRECT per primary-source verification. Wyoming has the Wyoming Fair Employment Practices Act of 1965 (W.S. §27-9-101 et seq.), administered by DWS Labor Standards as the Wyoming Fair Employment Program, and is enumerated in 29 CFR §1601.74 as 'Wyoming Fair Employment Practices Commission.' Wyoming IS a 300-day state for general Title VII bases. The brief's framing of WY as the '180-day archetype state' should be reframed: AL, AR, MS are the unambiguous 180-day states; GA and NC are 180-day for private-sector general Title VII bases due to limited-jurisdiction FEPAs. WY is a low-population 300-day state.
FAQ
What is the EEOC charge filing deadline in Wyoming?
300 days from the most recent discriminatory act under 42 U.S.C. §2000e-5(e)(1). Wyoming has a designated Fair Employment Practices Agency (Wyoming Department of Workforce Services, Labor Standards (Wyoming Fair Employment Program; the historic 'Wyoming Fair Employment Practices Commission' listed in 29 CFR §1601.74 is housed here today)) enforcing a same-basis state anti-discrimination law, which triggers the 300-day extension under 29 CFR §1601.13.
Does Wyoming have a state-level discrimination agency?
Yes — Wyoming Department of Workforce Services, Labor Standards (Wyoming Fair Employment Program; the historic 'Wyoming Fair Employment Practices Commission' listed in 29 CFR §1601.74 is housed here today) (https://dws.wyo.gov/our-divisions/labor-standards/). Operating statute: Wyo. Stat. §27-9-101 et seq. (Wyoming Fair Employment Practices Act of 1965). Covered protected bases include race, color, religion, sex, national_origin, ancestry, age, disability, pregnancy.
Which federal circuit does Wyoming sit in?
Wyoming is in the 10th Circuit. Federal appeals from district courts in Wyoming 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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