had singled him out and continued to retaliate against him.” (Id. at ¶ 34). Thus, by his own admission, the plaintiff knew as early as January, 1999 (if not before) that Biogen was in fact “singling him out” and that Biogen was, according to the plaintiff, retaliating against him be cause he had previously filed an internal complaint about discrimination. The plaintiff knew, or at least should have known, that he was being discriminated against as of January, 1999 at the latest. He had the wherewithal to write a letter to Biogen complaining of the discrimination and retaliation in January, 1999 and could therefore have filed his charge with the EEOC at that time or within a short time thereafter but manifestly well within a 300 day time frame. See Sabree, supra, 921 F.2d at 401-02 (<HOLDING>). Moreover, as previously stated, all of the
recognizing that dismissal is required if a plaintiff has had fair opportunity to make his case but has failed holding that prior to engaging in custodial interrogation police must warn a suspect that he has a right to remain silent that any statement he does make may be used as evidence against him and that he has a right to the presence of an attorney either retained or appointed holding that when plaintiff has proven injury but has failed to prove the amount of damages the plaintiff is only entitled to nominal damages holding that the ada plaintiff was unable to perform essential functions of job when the plaintiffs psychotherapist had told the employer that the plaintiff was unable to work in any position when the plaintiff did not disagree with that point and when the plaintiff in response to a request for admission conceded that she was no longer able to work holding that a knowing plaintiff has an obligation to file promptly or lose his claim as distinguished from a plaintiff who is unable to appreciate that he is being discriminated against until he has lived through a series of acts and is thereby able to perceive the overall discriminatory pattern