In Mohasco Corp. v. Silver, the U.S. Supreme Court ruled on a case involving employment discrimination and filing deadlines under Title VII of the Civil Rights Act of 1964. The plaintiff, Bernard Silver, alleged that his employer, Mohasco Corporation had discriminated against him based on religion by refusing to accommodate his observance of Jewish holidays. However, he filed his complaint with the Equal Employment Opportunity Commission (EEOC) more than 300 days after the alleged discriminatory act occurred - exceeding state agency time limits but within federal guidelines. The central issue was whether an individual must file their charge with a state or local agency before approaching EEOC and if so how this affects timing requirements for filing charges at both levels. The Supreme Court held in favor of Mohasco Corporation stating that while claimants are required to first file their complaints with relevant state agencies where they exist; however it does not affect federal timelines set by EEOC which is 300 days from when unlawful practice happened regardless if complainant has initiated proceedings at State level or not. This decision clarified interpretation around procedural aspects related to anti-discrimination laws in US especially regarding timeline for lodging complaints.

In the dissenting opinion for Mohasco Corp. v. Silver, Justice Thurgood Marshall argued that the majority's interpretation of Title VII's procedural requirements was overly rigid and inconsistent with Congress' intent to facilitate broad access to remedies for employment discrimination. He contended that a claimant should not be penalized for initially filing with state agencies, as this is often encouraged or even required by law in many states. Furthermore, he criticized the majority’s decision because it created an unnecessary obstacle preventing victims from seeking justice against discriminatory practices at work. According to him, such an approach contradicted Congressional intent behind anti-discrimination laws which aimed at providing wide-ranging protections and accessible recourse mechanisms for victims of workplace discrimination.