In a recent federal employment law case, a federal employee successfully proved that their Agency retaliated against them after they engaged in protected Equal Employment Opportunity (EEO) activity. The case involved retaliation claims following complaints about discriminatory treatment in the workplace, with the employee alleging that their supervisors took adverse actions against them.
Background and Claims
The federal employee filed a formal EEO complaint after experiencing what they believed to be workplace discrimination. Their claims of retaliation included instances of verbal counseling, performance rating changes, the removal of staff, and reassignment of contracting duties, all of which occurred shortly after they raised concerns about unequal treatment.
- After sending an email addressing perceived discriminatory treatment, the employee was verbally counseled by their supervisor. The email highlighted concerns that they were treated differently than male colleagues. The Agency characterized this email as unprofessional, resulting in a verbal reprimand. The employee, however, viewed the counseling as retaliation for speaking up.
- Another claim centered on the reassignment of a key member of their team, which they believed was done in retaliation for filing the EEO complaint. The Agency argued that the reassignment was based on merit and operational needs, but the timing raised questions for the employee.
After a thorough hearing, the judge determined the Agency had retaliated against the employee in connection with the verbal counseling.
Protect Your Rights with Lawyers for Federal Employees
If you believe that you have been subjected to retaliation for participating in protected EEO activity, the team of experienced lawyers for federal employees at Southworth PC is here to help. We can guide you through the process and fight for your rights.
Disclaimer: Past results do not guarantee future outcomes. Each case is unique and depends on various factors.