Federal Employment

Our DC-Metropolitan Based Law Firm Specializes in Employment, Security Clearance, and Retirement Law.

Federal Employment Lawyers for EEO Cases

Our federal employment lawyers represent federal employees in EEO complaints and hearings. Federal employees are protected from discrimination, sexual harassment, retaliation, and other illegal actions by federal agencies. The conduct of federal agencies is regulated by the Civil Rights Act of 1964, the Age Discrimination and Employment Act (ADEA), the Rehabilitation Act of 1973, Pregnancy Discrimination Act and many other state and local laws.

One common thread for all employees and job applicants, regardless of their type of employment, is that they are protected by laws against illegal discrimination and/or harassment in the workplace.  In addition, the U.S. Equal Employment Opportunity Commission (EEOC) is an independent federal agency responsible for enforcing federal laws against workplace discrimination and investigating discrimination complaints based on the following:

  • Age Discrimination
  • disability discrimination
  • Equal Pay/Compensation Discrimination
  • Ethnic Discrimination
  • Gender (Sex) Discrimination
  • Genetic Discrimination
  • Hostile Work Environment
  • National Origin Discrimination
  • Pregnancy Discrimination
  • Race/Color Discrimination
  • Religious Discrimination
  • Retaliation
  • Sexual Harassment
  • Sexual Orientation Discrimination

Federal Employees

Federal employees have certain specific rights when filing a complaint of discrimination, harassment, or retaliation. Generally, federal employees often have a short period of time, typically 45 days, in which to notify their Agency’s EEO Counseling Department about their potential complaints of discrimination, harassment, or retaliation.

In cases involving federal employees, once the EEO complaint process commences, the issues involved are referred to an EEO investigator and are eventually investigated by the Agency. In some federal agencies, prior to filing a formal EEO complaint, an opportunity to mediate or resolve a federal employee’s particular issues is sometimes available. These efforts are usually part of an Agency’s Alternative Dispute Resolution (ADR) program.  If mediation is not available or unsuccessful, the investigation of the formal EEO complaint proceeds.

Once an EEO investigator is assigned, he or she will normally interview individuals, obtain affidavits or other sworn statements, in addition to other potential evidence in order for the Agency to make a determination on the individual’s formal EEO complaint. Following these investigations, which often take 180 days or longer, and barring early settlement or resolution of the case, the EEO investigator completes his or her final Report of Investigation (usually referred to as the ROI) and presents it to the Agency and the Complainant for review.

If the Agency does not resolve the issues in the formal EEO complaint, the employee then has the right to elect a hearing before an administrative law judge employed by the EEOC or to seek a Final Agency Decision (FAD) from his or her Agency based on the formal EEO complaint. The procedures and timelines associated with filing an EEO Complaint can involve complex legal issues, so federal employees are urged to obtain counsel early in the EEO complaint process.

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