In Edelman v. Lynchburg College, 535 U.S. 106 (2002), the United States Supreme Court held that verification of an employment discrimination charge filed with the Equal Employment Opportunity Commission (EEOC) could be accomplished via the relation back of an untimely verified document. The court concluded that the statutory timing and verification requirements had different objectives-- avoidance of stale claims and employer protection, respectively-- and that verification is not an integral part of the definition of a "charge" under the EEOC rules. Id. Therefore, verification is required only by such time as the employer is required to respond to the charge. Id. at 113.