Employment Discrimination Demand Letter - Wyoming

EMPLOYMENT DISCRIMINATION DEMAND LETTER

Wyoming Law

Wyoming Fair Employment Practices Act, Wyo. Stat. Section 27-9-101 et seq.

[ATTORNEY/FIRM LETTERHEAD]

[Firm Name]
[Address Line 1]
[City, Wyoming ZIP]
Tel: [Phone Number]
Fax: [Fax Number]
[Attorney Email]
[Wyoming State 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]
WY Dept. Complaint No.: [If filed]
EEOC Charge No.: [If filed]
CONFIDENTIAL SETTLEMENT COMMUNICATION - WYO. R. EVID. 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. Wyoming Fair Employment Practices Act

Wyoming prohibits employment discrimination under Wyo. Stat. Section 27-9-101 et seq.

Protected Classes Under WFEPA (Section 27-9-105):

• Sex (including pregnancy)
• Race
• Creed
• Color
• National origin
• Ancestry
• Disability
• Age (40+)

Note: Religion is NOT explicitly listed as a protected class under Wyoming state law (covered by federal law only).

B. Federal Anti-Discrimination Laws

C. Administrative Filing

CRITICAL: Wyoming has a very short 90-day deadline to file an administrative complaint.

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], Wyoming.

III. LEGAL CLAIMS

A. Violation of Wyoming Fair Employment Practices Act

[Company Short Name] violated Wyoming law by discriminating against our client based on [protected class].

Key Provisions:

• Applies to employers with 2+ employees
• Very short 90-day administrative deadline
• Limited state remedies

B. Federal Claims

[Company Short Name] also violated [Title VII/ADEA/ADA] by discriminating against our client.

IV. DAMAGES

A. State vs. Federal Remedies

Wyoming state law provides limited remedies. For full compensatory and punitive damages, federal claims must be pursued.

B. Federal Title VII Caps

C. Summary of Damages

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]
[Wyoming State Bar No.]

WYOMING-SPECIFIC PRACTICE NOTES (Do Not Include in Final Letter)

Key Wyoming Considerations

[ ] VERY SHORT DEADLINE: Only 90 days to file state administrative complaint - shortest in nation

[ ] Religion Not Protected: Wyoming state law does not explicitly protect religion (use federal law)

[ ] No SOGI Protection: Sexual orientation and gender identity not protected under state law

[ ] Low Employee Threshold: Applies to employers with 2+ employees

[ ] Limited State Remedies: Federal claims critical for full damages

[ ] Federal Claims Essential: For meaningful damages, must pursue federal Title VII/ADA/ADEA claims

Critical Timeline

WARNING: The 90-day state deadline is the shortest in the nation. Always file EEOC charge simultaneously to preserve federal claims (300-day deadline).

Venue Options

• Wyoming District Court: State court venue
• U.S. District Court for the District of Wyoming (Cheyenne, Casper, Mammoth)

Statute of Limitations Reference