Logan v. Zimmerman Brush Co.
Facts
Illinois's Fair Employment Practices Act required a discrimination complainant to file a charge within 180 days and required the Commission to convene a factfinding conference within 120 days of filing. Logan timely filed a charge alleging that Zimmerman Brush Company fired him because of his physical handicap, but through Commission inadvertence the conference was scheduled five days after the 120-day deadline. When the conference date arrived, the employer moved to dismiss based on the missed deadline, and the Illinois Supreme Court held that the Commission's failure to meet the deadline deprived it of jurisdiction and terminated Logan's claim. Logan had no control over the Commission's scheduling error, and the Illinois court also barred his second charge based on the same alleged discrimination.
Issue
Whether the Fourteenth Amendment permits a State to terminate a complainant's state-created discrimination claim because a state agency, for reasons beyond the complainant's control, failed to comply with a statutory deadline for convening a factfinding conference. More specifically, the question is whether Logan's right to pursue the FEPA adjudicatory process was a protected property interest and, if so, what process was constitutionally required before that right could be extinguished.
Rule
A cause of action or state-created right to use adjudicatory procedures can be a property interest protected by the Due Process Clause. Once such an entitlement is conferred, the State may not, through an established state procedure, finally destroy it without providing the claimant an opportunity at a meaningful time and in a meaningful manner to present the merits of his claim; a postdeprivation tort remedy is not sufficient where the deprivation results from the state system itself rather than from a random and unauthorized act.
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Nina argues that the automatic termination violated procedural due process. What is the strongest argument in her favor?