It is widely known that federal, state and local laws generally prohibit employers and supervisors from harassing, disciplining, demoting, transferring, or terminating an employee on the basis of race, color, sex, national origin, religion, age, disability, and sexual orientation. Yet proving that your termination was the result of prohibited individual discrimination or a systematic pattern of workplace discrimination is difficult. Employees who suspect they are the victims of unlawful discrimination can certainly file a charge with the Equal Employment Opportunity Commission (or similar state and local anti-discrimination agencies), but ultimately may need to file a lawsuit in federal or state courts to vindicate their claims and obtain monetary compensation. Employees should consult with a qualified employment anti-discrimination lawyer well in advance of the 180-day EEOC filing deadline to ensure that their charge is well written, and again before the 90-day period after the EEOC’s determination of their claim, to maximize their chance for a favorable monetary outcome.