If employment discrimination laws were a game, they would be Sudden Death. One wrong move—one missed deadline, one skipped deposition, or one badly written complaint—and your entire claim could vanish for good. Just ask LaChelle Bowers, whose entire race/color discrimination case against the City of Chicago was thrown out before it ever made it to trial. Why? Because she tried to go it alone and made some critical missteps, she never had the opportunity to argue to a jury that she was wrongfully terminated.
The United States Court of Appeals for the Seventh Circuit recently decided Bowers v. City of Chicago, No. 24-2646, 2025 WL 1743506 (7th Cir. June 24, 2025). The Seventh Circuit Court affirmed that her race discrimination, age discrimination, and retaliation claims were permanently barred. Not because the claims had no merit—but because of how they were handled procedurally. Let’s break down what went wrong.
What Rights Do Employees Have Under Title VII?
Title VII of the Civil Rights Act of 1964 makes it unlawful for an employer to discriminate against an employee based on race, color, religion, gender, gender identity, sexual orientation, national origin, disability, age, or pregnancy national origin. This law protects employees at all stages of employment—from hiring to termination. If you believe you were treated unfairly because of one of these protected characteristics, Title VII may provide a legal remedy. But to enforce those rights, you must follow specific legal procedures and deadlines, which is why legal help from the start is essential.
Best Employment Discrimination Lawyer Blogs on Point:
- Why You Can’t Rely on Secondhand Info to Prove Employment Discrimination
- Can I Prove My Employer Lied About Why I Was Fired?
- How Can I Prove That I Was Terminated Based on Race Discrimination?
What Is “Pro Se” And Why Is It Dangerous?
“Pro se” is Latin for “on one’s own behalf,” and in the legal world, it means representing yourself in court without an attorney. Sure, it sounds empowering—cue the dramatic courtroom montage where you heroically take on City Hall. But in real life? It is almost always a mistake.
Bowers chose to represent herself. She filed multiple discrimination, retaliation and wrongful termination claims without legal help. She may have believed that the truth would win out or that her paperwork was good enough. But courts do not give points for effort. They follow strict rules, deadlines, and legal standards that even experienced attorneys find challenging. Judges must apply the law, not babysit pro se plaintiffs. As Abraham Lincoln once said, “He who represents himself has a fool for a client.” That remains as true today as it did back then. And when procedural rules are broken, even strong claims can be dismissed without ever hearing the full story.
Best Wrongfully Fired Attorney Blogs on Point:
- One More Reason Representing Yourself In Employment Discrimination Cases Is Bad
- Should I Handle My Disability Discrimination Case By Myself? No
- EEOC: Another Reason Why Not To Go It Alone
What Does “Res Judicata” Mean (And Why It Can Destroy Your Case)?
Res judicata is the legal version of “you already had your chance.” The phrase is Latin for “a matter judged,” and it means that once a court has issued a final judgment on a case, you cannot sue again over the same events—even if you want to bring the case in a different court or under different laws. In other words, no do-overs.
In Bowers’s case, she initially filed her discrimination, retaliation, and wrongful termination claims in Illinois state court. Some of those claims were dismissed with prejudice (meaning permanently) and others were dismissed for want of prosecution (more on that below). She did not refile in time, so all her claims became final. When she tried to start over in federal court years later, the Court held that res judicata barred her suit. Unlike the Broadway Hamilton, she missed her shot.
As the Seventh Circuit explained, under Illinois law, res judicata applies when the same parties are involved, the claims are the same, and the prior case ended in a final judgment. That last part is what sealed Bowers’s fate—because her case was dismissed and she did not refile within the one-year grace period, her claims were officially dead. The Seventh Circuit Court of Appeals held that this was a final judgment on the merits. Bowers, 2025 WL 1743506.
As the Seventh Circuit put it, “Bowers misinterprets the operation of res judicata here.” Bowers, 2025 WL 1743506. And on the issue of her missed deadline, the Court stated: “When Bowers failed to refile her state court case within a year, the dismissal converted to one with prejudice.” Id. These quotes highlight how one misunderstanding and one missed step cost her everything.
If she had consulted an employment lawyer early, she might have preserved her claims. Instead, she waited too long and tried to reset the clock. Unfortunately, that is not how courts work.
Best Employee’s Rights Law Firm Blogs on Point:
- Google Is Not A Substitute For Talking With An Employment Lawyer
- Why Can My Job Fire Me? Understanding “Employment At-Will”
- Employment Discrimination: Don’t Go It Alone
What Happens If I Just Skip My Deposition?
Short answer: very bad things. Slightly longer answer: you could lose your entire case.
Depositions are not optional. They are a core part of discovery—the process where both sides gather evidence. When a plaintiff skips a deposition without a valid reason, the court may dismiss the case. That is what happened to Bowers. In her original lawsuit, the court dismissed several of her claims because she failed to appear for a discovery deposition. Because she did not refile within a year, those dismissals became permanent.
The Seventh Circuit explained that under Illinois law, failing to show up for a deposition can and does lead to a final judgment. Quoting Rule 41(b) of the Federal Rules of Civil Procedure, the Court noted: “Unless the dismissal order states otherwise, a dismissal under this subsection… operates as an adjudication on the merits.” Bowers, 2025 WL 1743506. That legal rule turned what may have seemed like a simple missed meeting into the end of her case. Bowers, 2025 WL 1743506. Courts cannot wait around forever. They are not going to chase you down and beg you to participate. If you do not follow the rules, your claim will be dismissed, and you will not get a second chance.
Best Race Discrimination Attorney Blogs on Point:
- How Specific Do My Complaints Of Race Discrimination Need To Be?
- Can I Extend The Time To Sue For Employment Discrimination?
- EEOC Charge Deadlines Cannot Be Extended – Even By Agreement
- What Happens If I Don’t Call the Right Attorney?
Why You Need A Lawyer—Now, Not Later
If you are thinking about filing an employment discrimination (race, gender, national origin, religion, disability, age), harassment, or wrongful termination claim, the single best move you can make is calling an experienced employee’s rights attorney right away. Not after your case has been dismissed. Not after you have missed a deadline. Not after you have tried to fix it yourself and made things worse.
Employment law is a maze. An experienced employment law attorney knows how to avoid the traps, preserve your rights, and build a case that will stand up in court. Without legal help, you could easily fall into the same traps Bowers did—procedural errors, missed deadlines, misunderstood legal doctrines—and lose your case forever.
What Law Firm Should I Call If I Am Facing Discrimination At Work?
Looking for the best wrongful termination attorney to handle your employment law claim? Choose the firm that focuses exclusively on employee rights.
Spitz, The Employee’s Law Firm, is one of the largest employee-focused law firms in the country. We have the resources to take on major employers and the experience to win. We offer free initial consultations and a no fee guarantee—you pay nothing unless we recover for you.
Our lawyers are battle-tested, strategic, and compassionate. We know how to help employees who have been wrongfully fired, discriminated against, harassed, or retaliated against. And we know how to keep your claim from being tossed out before it ever reaches a jury.
Don’t go it alone. Don’t wait until it is too late. Contact Spitz, The Employee’s Law Firm today and let us help you make your one-shot count.
Employment Lawyer Disclaimer
This blog is directed at helping employees who have been wrongfully fired and discriminated against. It provides general information on employment law, employee rights, and the legal standards surrounding wrongful termination, discrimination, retaliation, and civil procedure. It should not be taken as legal advice. Each employee’s situation is unique, and readers should consult with a qualified employment lawyer or attorney for advice specific to their workplace discrimination or harassment circumstances. No guarantees or promises are being made regarding any specific outcome. This employee’s rights blog is a legal advertisement.