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An MSPB decision reversed an arbitrator and ordered reinstatement after finding the agency did not prove falsification—and that the removal was retaliatory in light of ongoing EEO activity. Here’s what federal employees can take from the reasoning.
By Shaun Southworth, federal employee attorney For federal employees, discrimination rarely arrives as an abstract legal debate. It shows up in daily humiliations. A supervisor keeps using the wrong name. An agency refuses to update records. A transgender employee is...
An EEOC decision involving an IRS Revenue Officer with Type 1 diabetes highlights how delayed, generic responses to accommodation requests can lead to findings of discrimination and a hostile work environment.
In a USPS case, the EEOC reversed in part and found a hostile work environment tied to disability and reprisal under the Rehabilitation Act. Here’s what federal employees can learn about documentation, patterns, and process.
An EEOC decision explains that retaliation can include more than workplace discipline—sometimes it looks like a lawsuit meant to discourage protected EEO activity. Here’s what federal employees can learn from the ruling.
Even after an EEOC win, the next challenge can be enforcement—job offers, back pay calculations, and whether the agency actually complied. This decision explains why offsets and documentation matter, and why enforcement is limited to what the original order required.
Federal employees often carry a heavy load when workplace conflict turns into an EEO matter: stress about reputation, fear of being labeled “difficult,” and the real worry that speaking up will trigger retaliation. When your career path depends on visibility, acting...
When your health and your job collide, federal work becomes intensely stressful—especially if you feel isolated, watched, or worried about retaliation for speaking up. For many federal employees, the stakes go far beyond a difficult week at work. Your career,...
An EEOC Office of Federal Operations decision explains how retaliatory comments about EEO activity—and ongoing increased scrutiny—can be enough to violate federal EEO law, even when other claims are not proven.
In an EEOC decision involving a federal employee’s telework accommodation request, the Commission found a ten month delay was unreasonable and remanded for compensatory damages. The EEOC also ordered reimbursement for hearing transcript costs—an important reminder that process rights matter.