Our Attorneys Prosecute Federal EEO Complaints

Helping Federal Employees Facing Discrimination And Harassment

By allowing the filing and prosecution of federal EEO complaints, civil rights laws protect federal employees and applicants from much discrimination or harassment in the workplace based on numerous factors. These factors include, but are not limited to:

• Disability
• Sex (including pregnancy)
• Age (40 or older)
• Race
• Color
• National origin
• Religion
• Genetic information

Federal employees or job applicants are also protected from facing certain discrimination or harassment because they oppose unlawful employment discrimination or harassment based on one of these factors, or participate in Federal EEO complaints or related investigations. This is also known as unlawful retaliation.

How Our Federal Employment Attorneys Can Help Federal Employees With Federal EEO Complaints

Sometimes we are asked how we could help a certain federal employee with an EEO complaint. There are some common ways we can often help.

We can usually help a federal employee contact an EEO counselor to file an informal EEO complaint. We can help the employee assess and identify claims before filing an informal complaint. (Sometimes this is not possible because the federal employee failed to contact an EEO counselor within 45 days of the challenged action.)

Also, we can assist with the filing of the employee’s formal complaint by helping the federal employee bring an appropriate claim or claims.

Further, we can also help the federal employee through the investigation of such claim or claims – maximizing the value of such legally required investigation, and avoiding common pitfalls. We could also help the employee with any resulting hearing and the process leading thereto.

At any time, we could also help the employee attempt to reach a resolution with the agency, when and if the federal employee so desired.

Last, we could assist with the filing of a federal lawsuit if the federal employees wanted to bring such a lawsuit and were permitted to do so under the law.

Potential Remedies In Federal EEO Cases

Federal EEO complaints can do more than call attention to discrimination, harassment or retaliation. They can also help federal employees seek remedies for the harm they suffered.

Depending on the facts, a federal employee may seek back pay for lost wages and benefits. In some cases, front pay may apply when returning to the same job is not realistic. A complaint may also include compensatory damages for emotional distress and other harm caused by unlawful conduct.

Federal employees may also seek equitable relief. This can include reinstatement, promotion, reassignment, removal of negative personnel actions or correction of agency records. In some cases, attorneys’ fees and costs may also be available.

The available remedy depends on the claims, the evidence and the stage of the case. This is why timing matters. If you miss a deadline, leave out an important claim or fail to preserve evidence, you may lose the chance to seek certain relief. Our attorneys can help you understand what remedies may apply and how to pursue them through the federal EEO process.

Key Questions Before Litigating A Federal EEO Complaint

Federal EEO complaints involve strict deadlines, detailed procedures and agency representatives who understand the system. Here are answers to common questions federal employees often ask before moving forward.

How strictly are deadlines enforced in federal EEO cases?

Federal EEO deadlines are very strict. In many cases, a federal employee must contact an EEO counselor within 45 days of the discriminatory action. Missing this deadline can limit or stop a claim. If you believe your agency discriminated, harassed or retaliated against you, it is important to act quickly.

Will my federal agency have its own lawyers fighting my EEO complaint?

Yes. Federal agencies often have attorneys, representatives or legal staff defending them during the EEO process. These agency lawyers understand the rules, deadlines and procedures. Our attorneys help federal employees prepare claims, respond to agency arguments and avoid mistakes that can hurt their cases.

What is the difference between an informal and formal federal EEO complaint?

An informal complaint usually starts when the employee contacts an EEO counselor. This stage gives the agency notice of the issue and may include counseling or alternative dispute resolution. If the case does not resolve, the employee may file a formal complaint. The formal complaint can lead to an agency investigation, hearings, settlement discussions or further legal action.

Talk To Federal Employment Attorneys About Your EEO Complaint

If you are facing discrimination, harassment or retaliation as a federal employee, you do not have much time to act. Our attorneys can review your situation, explain the Federal EEO process and help you decide what steps to take next.

Contact Southworth PC today at 888-899-7284 to discuss your federal EEO complaint.