Final answer:
Employees who experience dismissal have varied timeframes to appeal based on specific employment laws. The Lilly Ledbetter Fair Pay Act gives people six months after a discriminatory paycheck to seek redress. For large layoffs or closures, there is a 60-day notice requirement for employers with over 100 employees.
Step-by-step explanation:
When a dismissed employee seeks to appeal their dismissal, the specific period and to whom they must appeal can vary based on employment laws, which in turn can differ from country to country and even within regions of the same country. However, as per the Lilly Ledbetter Fair Pay Act, individuals who experience pay discrimination have up to six months following any discriminatory paycheck to seek redress. This timeframe may serve as a rudimentary guide for other types of employment disputes, though it is specifically related to pay discrimination. When the situation pertains to plant closings or substantial layoffs, employers with more than 100 employees are mandated to provide a written notice at least 60 days in advance as a standard employee protection procedure.
It's important for employees to review the terms of their contract and their employer's dismissal policies, as well as to consult any employee handbooks or labor union agreements that might specify procedures for appeal. If still in doubt, seeking legal advice from an employment attorney or a relevant government labor department is advisable to ensure proper representation and adherence to the appropriate timeline and protocol for filing an appeal.