A more thorough explanation:

The continuing-violation doctrine is a rule in employment law that allows a plaintiff to recover damages for discriminatory acts by an employer that are ongoing in nature, even if the statute of limitations has expired.

For example, if an employer has a policy of paying female employees less than male employees for the same job, and this policy has been in place for several years, a female employee who has been affected by this policy may still be able to file a claim for damages even if the statute of limitations has expired. This is because the policy is considered an ongoing violation of the law.

Another example of the continuing-violation doctrine is when an employer engages in a pattern of harassment or discrimination against an employee over a period of time. Even if some of the individual acts of harassment or discrimination occurred outside the statute of limitations, the continuing nature of the behavior may allow the employee to file a claim for damages.

The continuing-violation doctrine is an important tool for employees who have been subjected to ongoing discrimination or harassment by their employers. It allows them to seek justice and compensation for the harm they have suffered, even if the employer's actions occurred over a period of time.