EMPLOYMENT DISCRIMINATION DEMAND LETTER
Vermont Law
Vermont Fair Employment Practices Act, 21 V.S.A. Section 495 et seq.
[ATTORNEY/FIRM LETTERHEAD]
[Firm Name]
[Address Line 1]
[City, Vermont ZIP]
Tel: [Phone Number]
Fax: [Fax Number]
[Attorney Email]
[Vermont Bar No.]
VIA CERTIFIED MAIL, RETURN RECEIPT REQUESTED
AND VIA EMAIL TO: [recipient_email]
[Date]
[Employer Contact Name]
[Title]
[Company Legal Name]
[Company Address]
[City, State ZIP]
Re: Employment Discrimination Claim of [Client Full Name]
VHRC Complaint No.: [If filed]
EEOC Charge No.: [If filed]
CONFIDENTIAL SETTLEMENT COMMUNICATION - V.R.E. 408
Dear [Mr./Ms./Mx. Last Name]:
This firm represents [Client Full Name] ("our client") regarding [his/her/their] claims of unlawful employment discrimination against [Company Legal Name] ("[Company Short Name]" or "the Company").
I. LEGAL FRAMEWORK
A. Vermont Fair Employment Practices Act (VFEPA)
Vermont provides comprehensive protections under 21 V.S.A. Section 495 et seq.
Protected Classes Under VFEPA:
- Race
- Color
- Religion
- Ancestry
- National origin
- Sex (including pregnancy)
- Sexual orientation (protected since 1992)
- Gender identity (protected since 2007)
- Place of birth
- Age (18+ - no upper limit)
- Disability
- HIV status
- Credit history (limited circumstances)
B. Federal Anti-Discrimination Laws
| Statute | Protected Class | Citation |
|---|---|---|
| Title VII | Race, color, religion, sex, national origin | 42 U.S.C. Section 2000e et seq. |
| ADEA | Age (40+) | 29 U.S.C. Section 621 et seq. |
| ADA | Disability | 42 U.S.C. Section 12101 et seq. |
C. Administrative Options
Important: Administrative exhaustion is NOT required. Plaintiffs may file directly in court.
II. FACTUAL BACKGROUND
[Client Full Name] was employed by [Company Short Name] from [Start Date] through [End Date / Present] as a [Job Title] in [City], Vermont.
III. LEGAL CLAIMS
A. Violation of Vermont Fair Employment Practices Act
[Company Short Name] violated Vermont law by discriminating against our client based on [protected class].
Key Provisions:
- Applies to employers with 1+ employees
- No administrative exhaustion required
- 3-year statute of limitations
- No damage caps
- Pioneer state for SOGI protections
IV. DAMAGES
Note: Vermont has NO CAPS on compensatory or punitive damages.
| Category | Amount |
|---|---|
| Back Pay | $[Amount] |
| Lost Benefits | $[Amount] |
| Compensatory Damages | $[Amount] |
| Punitive Damages | $[Amount] |
| Attorney's Fees | $[Amount] |
| TOTAL | $[Amount] |
V. SETTLEMENT DEMAND
We demand that [Company Short Name] pay $[Settlement Demand Amount] to resolve all claims.
VI. RESPONSE DEADLINE
Please respond within twenty-one (21) calendar days, no later than [Response Deadline Date].
Sincerely,
[Attorney Name]
[Title]
[Firm Name]
[Vermont Bar No.]
VERMONT-SPECIFIC PRACTICE NOTES (Do Not Include in Final Letter)
Key Vermont Considerations
[ ] No Administrative Exhaustion: Can file directly in court
[ ] Pioneer SOGI State: Sexual orientation protected since 1992; gender identity since 2007
[ ] 1-Employee Threshold: Applies to virtually all employers
[ ] No Damage Caps: No statutory limits
[ ] Age from 18: Protects all workers 18+ (no upper limit)
[ ] HIV Status Protected: Explicit statutory protection
Statute of Limitations Reference
| Claim | Deadline | Citation |
|---|---|---|
| Civil Action | 3 years | 21 V.S.A. Section 495b |
| VHRC Complaint | 1 year | 9 V.S.A. Section 4554 |
| EEOC (deferral state) | 300 days | 42 U.S.C. Section 2000e-5(e) |