As a prerequisite to filing a civil action charging age discrimination, an aggrieved party must first file a charge with the EEOC. In a “deferral” state, like Virginia, this charge must be filed no later than 300 days “after the alleged unlawful practice occurred....” 29 U.S.C. § 626(d)(2). The prospective plaintiff must then wait sixty days before filing a lawsuit, 29 U.S.C. § 626(d), but he has no more than ninety days following the EEOC’s issuance of his right-to-sue-notice in which to file the action. The ninety-day requirement operates as a statute of limitations that bars subsequently filed suits. The timing requirements for filing a lawsuit following an EEOC right-to-sue notice have been strictly construed. See Harvey v. City of New Bern Police Dep’t, 813 F.2d 652 (4th Cir.1987) (<HOLDING>); Boyce v. Fleet Finance Inc., 802 F.Supp. 1404
holding that severance motion to permit exculpatory testimony of codefendant filed nine days after start of trial was untimely holding that notice provisions of rcra and cwa were satisfied where proper parties had notice in fact of the alleged violations more than 60 days before suit was filed holding  1330a motion untimely when filed over 180 days from confirmation holding that an untimely postjudgment motion does not toll the time for filing a notice of appeal and that this court has no jurisdiction over an untimely filed appeal holding suit filed ninetyone days after notice untimely