The trial court properly sustained a demurrer to this employee’s FEHA claims against the district for failure to comply with the Government Claims Act. Even if substantial compliance were allowed, the alleged facts showed no substantial compliance. Plaintiff’s complaints were filed with the wrong entities and did not state the facts needed in a proper government claim. A second claim was barred by the statute of limitations since it was not brought until more than a year after the DFEH issued plaintiff a right to sue letter. Plaintiff’s alleged lack of knowledge of the names of the individual supervisors who had discriminated against her was no excuse since she sued the school district not its employees.