Southworth PC | Attorneys For Federal Employees

Call : 888-899-7284

Southworth PC | Attorneys For Federal Employees
888-899-7284
An Experienced Legal Team Passionately Protecting The Rights Of Federal Employees

EEOC: Discrimination, Harassment And Retaliation Attorneys For Federal Employees

Last updated on October 14, 2026

Federal laws protect workers in both private companies and government agencies against harassment, discrimination and retaliation. While private employers can fire people far more easily, federal workers have special protections that make termination difficult. However, federal EEO rules are much harsher when you need to take legal action. Most federal employees have only 45 days to contact an EEO counselor, while private-sector workers get 180 days or more to file a complaint.
You shouldn’t be bullied out of your job. Let our federal employment law attorneys at Southworth PC see if they can go to work for you by filing a claim with the Equal Employment Opportunity (EEO). From our offices in Atlanta, Dallas, and Washington, D.C., we are passionately protecting federal employees from unfair employment practices.

What Does The EEOC Do?

The EEOC is a federal investigatory agency that reviews and analyzes job discrimination complaints based on race, religion, national origin, color, gender, gender identity, sexual orientation, genetic information, age or disability. Theoretically, the EEOC works to protect federal employees from a hostile work environment, discrimination and retaliation, but navigating the system can be complex.

Workplace Retaliation And EEOC Complaints

We handle litigation for employment law violation cases nationwide for federal employees, including those that involve:

  • Employer retaliation
  • Wrongful termination
  • Discrimination on the basis of sex, race, age, religion, color, genetic information, national origin, disability or pregnancy
  • Workplace harassment
  • Discriminatory hiring, training or disciplinary practices

Experiencing any of these illegal practices can severely disrupt your federal career and cause lasting stress. Taking prompt legal action protects your rights and allows you to hold agency leadership accountable.

The Process Of Filing Claims As A Federal Employee

If you are facing these issues as a federal employee, taking action is not as simple as filing a lawsuit against your employer. There are a number of administrative processes that must be followed with the Equal Employment Opportunity Commission (EEOC). Having an experienced lawyer guide you through this multistep process ensures your rights remain protected:

  • File an informal complaint: You must contact an EEO counselor at your workplace (or where you applied) to initiate counseling. This stage is theoretically designed to help settle disputes before they escalate into legal action, though informal settlements rarely happen in practice. You often have only 45 days to take this step, but our attorneys know the legal exceptions well.
  • Send out an EEOC complaint: If the dispute is not settled during informal counseling, the second step is to file a formal complaint with the EEOC. The agency reviews the filing to determine if the case should be dismissed due to a procedural error or if there is enough evidence to warrant an investigation. Investigations usually occur, and our federal employee attorneys can guide you through this phase strategically.
  • Request an AJ hearing or accept the agency decision: Once the investigation is complete, you can either accept the agency’s decision on whether discrimination occurred or request a hearing with an EEOC administrative judge (AJ). In many cases, the AJ can conduct a hearing, issue a decision and order relief if discrimination occurred.

Completing these administrative steps accurately and on time is essential. Missing a deadline or mishandling a filing can permanently prevent you from recovering damages or restoring your position.

Common Questions Clients Are Asking About EEOC Discrimination, Harassment And Retaliation

The EEOC regulations and administrative procedures can be overwhelming. To help you get started, we answer common questions clients frequently ask about the process:

What are the possible outcomes if the EEOC rules in your favor?

If the EEOC finds that discrimination took place, it will issue a decision setting forth the foundation for the finding. The agency will then decide whether to implement the decision or challenge it.

What if the EEOC does not rule in your favor at the AJ hearing?

If the decision is not in your favor, you may appeal it to the EEOC Office of Federal Operations or file a lawsuit in court. No matter what, you must go through these administrative processes to get a result.

Can my supervisor retaliate against me for filing an EEOC complaint?

No. Federal law strictly prohibits supervisors from retaliating against you for exercising your rights, filing an EEO complaint or participating in an investigation. If management takes adverse action against you because you filed a claim, that retaliation creates a separate, actionable legal claim that our attorneys can pursue.

Understanding your options early helps you take control of your case and make informed decisions about your federal career.

Schedule A Free Consultation With Our EEOC Discrimination Attorneys

Our firm offers a free, initial consultation and case assessment. Contact us online or call 888-899-7284 to set up a consultation.