In Parker v. Cadillac Gage, Inc, 214 Mich App 288, 290; 542 NW2d 365 (1995), the Court held that, for purposes of 5805(8), a claim of discriminatory discharge accrues on the date the plaintiff is discharged. . . . The last day worked is the date of discharge. Subsequent severance or vacation pay does not affect the date of discharge. In Parker, the Court concluded that the plaintiffs' last day of work was the day that they were laid off as part of a workforce reduction plan, rather than their subsequent "effective date of separation," as reflected in the defendant's personnel records. Id.