Southworth PC recently settled a sexual harassment and reprisal case against a large federal agency.

The allegations were that, among other things, a male supervisor treated women and men differently, letting the men do less and giving them preferential treatment. It was also alleged that the supervisor made demeaning comments about our client’s pregnancy and her sick child, and referred to a higher level female manner in a demaning matter based on gender. Also, it was alleged that when the male supervisor found out employees were submitting statements to the EEOC, he engaged in per se retaliation to intimate the other employee’s writing statements.

It is unlawful for the federal government to treat men and women differently in the workplace because of their sex or gender. It is also unlawful for a supervisor to make any statements that could interfere with the EEO process.

The Commission has also determined that attempting to dissuade an employee from filing an EEO complaint is a per se violation of the Commission’s regulations against restraint or interference with the EEO process. See Lewis v. Postmaster General, 01922440, 4036/E6 (1994) (attempts by management to dissuade the employee from filing a sexual harassment complaint are “unequivocally prohibited by the regulations.…”). The same goes for comments by a supervisor make comments to dissuade employees in the workplace participating as a witness in the EEO process.

We are grateful that we were able to held our client resolve her matter with the Agency.

If you are a federal employee who believes they have been subjected to discrimination, harassment, or retaliation, please feel free to contact our MSPB attorneys and federal employment attorneys today.