Understanding the 300-day filing window for disability discrimination under the Federal Rehabilitation Act of 1973

Understanding the 300-Day Window: Disability Discrimination Claims Under the Federal Rehabilitation Act (Florida Context)

If you’ve ever walked through a job site and thought about how laws shape who can work where and how, you’re not alone. The world of construction isn’t just about blueprints, permits, and hard hats. It also sits on a bedrock of rules that protect people who have disabilities. One key facet is the time frame to file a complaint when someone believes they’ve faced disability discrimination. Under the Federal Rehabilitation Act of 1973, the window is 300 days. Here’s what that means in real-world terms, especially for folks working on Florida projects that touch on federal funds or federal programs.

Let’s start with the basics: what the 300 days are for

You might be wondering, “Where does 300 come from, and why so long?” The Rehabilitation Act prohibits discrimination on the basis of disability in programs and activities that receive federal financial assistance. That can include a wide range of construction activities—everything from schools and hospitals to certain public works projects—when federal dollars are involved or when the project relies on federal agency oversight.

The 300-day clock begins when the discriminatory act occurs or when the person becomes aware of it. The bigger point? You have almost a full year and a half to act. That’s a substantial window, especially in construction where issues can emerge gradually. The idea isn’t to rush people into a hasty complaint but to give them enough time to gather evidence, seek guidance, and determine the best course of action.

A practical takeaway: what does a “discriminatory act” look like in construction?

Discrimination isn’t always a loud confrontation. In the field, it can be subtle—denying a reasonable accommodation, failing to provide an accessible work site, or unfairly excluding someone from a project or shift because of a disability. It might be a manager’s decision that a site isn’t compliant with accessibility standards, or a human resources decision that overlooks reasonable accommodations for an employee or applicant. The key is that the action or decision is tied to disability status and affects the person’s ability to participate in or benefit from the program.

In Florida, this can intersect with federal funding on a project or with programs that receive federal support. The Rehabilitation Act is specific about disability-based discrimination in those settings, so understanding where federal money or oversight comes in is important. It’s not just about a single job site—it can involve the broader ecosystem around a project, from procurement to accessibility on site.

Why the 300-day window matters for Florida contractors

The time frame isn’t an arbitrary number. There are practical reasons behind it, and they ripple through many Florida projects. First, 300 days gives individuals time to:

• Gather evidence: photos, emails, witness statements, written policies, and site plans showing accessibility or accommodation issues.

• Seek guidance: talk with counsel, union representatives, or disability-rights organizations to understand options and rights.

• Decide on next steps: weigh whether to file with the EEOC (the U.S. Equal Employment Opportunity Commission) or with a state or local agency that handles civil rights matters, depending on where the project sits legally and what programs are involved.

For construction managers and contractors, this window also means there’s a continued responsibility to maintain an inclusive, accessible environment on site. When teams know there’s a clear pathway for addressing concerns, it can prevent small issues from snowballing into formal complaints. In Florida, where many projects blend state and federal funding, this coordination can be particularly important.

How the filing process typically unfolds

Here’s the practical flow, in plain language:

• Step 1: The aggrieved party identifies the issue and gathers documentation. This might involve project schedules, accommodation requests, or accessibility-related assessments.

• Step 2: The person files a charge with the appropriate agency. If the project is federal or involves federal funds, this often means the EEOC, though some cases may be routed through a state or local civil rights agency depending on the jurisdiction and the specifics of the project.

• Step 3: The agency reviews the charge. There’s a process to determine whether the claim has merit and what remedies might be available.

• Step 4: If needed, the process moves toward mediation, investigation, or litigation. The goal is resolution that stops the discrimination and ensures fair treatment going forward.

The important point here is that the clock is ticking for the complaint. In practice, people who believe they’ve faced disability discrimination have up to 300 days to file. That timeline is designed to balance the need for thoughtful, evidence-based charges with the need to correct unlawful practices in a timely manner.

A note about consistency with other civil rights timelines

You’ll hear professionals talk about the Rehab Act in the same breath as EEOC processes and other civil rights timelines. The 300-day period mirrors a broader pattern in U.S. civil rights enforcement, where federal agencies aim to harmonize scheduling and procedures across different statutes. For someone working on Florida construction projects—where local rules, state laws, and federal requirements often intersect—this consistency helps reduce confusion. It’s not about one path versus another; it’s about a unified standard that protects workers and ensures fair treatment across the board.

What this means for readiness on the job site

If you’re managing a team on a federally funded project in Florida, here are practical takeaways to keep things on the right track:

• Accessibility isn’t a one-and-done task. It’s an ongoing obligation. From entryways to restrooms to daily workflow, accessibility matters every day, not just when an inspector arrives.

• Clear channels for concerns matter. If someone on your crew or someone applying for a role believes they’ve faced discrimination, they need an accessible way to raise concerns. Quick, transparent responses can prevent small issues from escalating.

• Documentation is a friend. Keep simple records of accommodation requests, actions taken, and communications. If a complaint is filed later, clear records can help show you tried to address concerns promptly and in good faith.

• Training pays off. A team that understands disability rights and reasonable accommodations reduces the risk of misunderstandings and helps keep projects on track.

Where to look for guidance and resources

Even when you’re busy on-site, it’s useful to know where to turn for reliable information. Here are a few practical resources that contractors and project managers often reference:

• EEOC.gov: The federal site where you can learn about disability rights, filing procedures, and general guidance on enforcement.

• Department of Justice (DOJ) and ADA.gov: Helpful for understanding broader accessibility standards that can influence on-site requirements and design choices.

• Florida-specific channels: While the Rehabilitation Act is federal, Florida businesses may also want to connect with state civil rights resources for complementary protections and procedures. The Florida Commission on Human Relations can be a useful touchpoint for state-level concerns.

A quick reality check

No matter how you slice it, the 300-day deadline is a real, practical feature of the law. It’s not about catching someone on the wrong day; it’s about ensuring a fair process that families, workers, and communities can trust. When projects in Florida cross paths with federal programs or funding, this structure helps keep the playing field level. And that’s good for everyone—the workers who show up at the site every day, the families waiting for a finished project, and the folks who invest in the work.

A few final thoughts

If you’re in a role where people come to work every day, you’re part of a bigger picture. Construction sites aren’t just about building structures; they’re about building trust, safety, and opportunity. The 300-day window is one piece of that puzzle. It gives workers time to stand up for their rights, but it also pushes managers to stay vigilant about accessibility and inclusion, not just as a compliance checkbox but as a real, everyday practice.

So next time you’re heading to a Florida job site, or reviewing project plans that involve federal funds, remember this: disability rights aren’t a separate issue, they’re woven into how we design spaces, how we hire, and how we operate every day. And the clock to respond, while never intimidating, is a reminder to act with clarity, fairness, and care for the people who make every project possible. If you want to dig deeper, start with the EEOC resources and pull in Florida’s civil rights guidance when relevant. It’s all part of keeping construction workplaces safe, accessible, and respectful—which, in the end, helps the whole project succeed.