Most employment discrimination cases are lost before anyone examines whether discrimination occurred, on a deadline measured in months that almost nobody knows about. This article explains the charge-filing requirement, the 180- and 300-day windows, and why the number depends on which state you work in. It explains what National Railroad Passenger Corp. v. Morgan settled about discrete acts and hostile environment claims, and why the answer differs between them. It covers the McDonnell Douglas framework and what pretext evidence actually looks like. It explains the difference between disparate treatment and disparate impact and why the second is underused. It covers hostile work environment, the Faragher-Ellerth affirmative defense, and why the employer's complaint procedure matters so much. It covers retaliation, which is now the most frequently alleged claim and the easiest to prove. It covers accommodation and the interactive process. It closes with what to preserve and eleven ways good claims die.