Summary judgment on plaintiff’s discrimination in employment claims was properly granted because he failed to exhaust his administrative remedies with the FEHA and EEOC. His administrative complaint mentioned entirely different grounds (sex and whistleblower retaliation by his supervisor) than his court complaint (sexual harassment, race, immigration status and retaliation by coworkers). Employees satisfy the administrative exhaustion requirement if their court claims are like, and reasonably related to, the claims they stated in their administrative filing. Plaintiff’s court complaint flunked this test.