When an employee that works for the federal government has been discriminated against in the workplace, it warrants contacting a federal employee discrimination attorney from Federal Practice Group for support. Depending on the type of discrimination, there may be a course of action so that the employee can seek remedy and restitution for what they experienced.
Keep in mind, that as a federal employee or applicant, you are protected by law from discrimination due to your gender identity, pregnancy status, sexual orientation, religion, color, race, age, national origin, genetic information, or disability. But sadly, all too often innocent people are discriminated against because someone decided to act with malice or blatant insensitivity.
You do not need a lawyer to file a claim with the Equal Employment Opportunity Commission (EEOC). You can file a claim with the EEOC on your own, and the EEOC will investigate your claim and determine whether there is reasonable cause to believe that discrimination occurred. However, you may want to consider consulting with an attorney who specializes in employment law to help you navigate the process, understand your rights, and ensure that you have the best possible chance of success. An attorney can also advise you on the merits of your claim and the potential remedies available to you.
Discrimination in the workplace should never be tolerated. Unfortunately, it occurs in many forms. There are several reasons why an employee could be discriminated against at work. There may be bias against them because of their identity, or a supervisor or manager may believe that they will not be able to perform as well as other employees in the workplace. When discrimination occurs, it can appear in many ways. Examples of discrimination can include:
If you are a federal employee or applicant and suspect that discrimination has happened to you, we urge you to get our help now. You have the right to file a complaint and not accept what has happened to you. And if it occurred once, it may happen again and again. Let an attorney for employee federal discrimination from Federal Practice Group intervene to halt the discrimination and see that you are fairly compensated for the anguish and inconvenience.
After submitting your formal complaint, the agency will look over your statements and decide if it is sufficient to move forward or not. Please let us help you write up your formal complaint, as this will increase your odds of the response you are hoping for. Your case will either be dismissed or the agency will perform an investigation, which they have 180 days from your filing to complete. Once it is finished, the agency will send you a notice that offers a couple of choices: you can ask for a hearing in front of an EEOC Administrative Judge, or you can request that the agency conclude a verdict for your case now.
Sometimes the U.S. Equal Employment Opportunity Commission makes a misjudgment. With our help, you can appeal the decision or dispute it in federal district court. Now, if you already filed your complaint and received a verdict you are not happy with but have yet to file an appeal, we strongly advise getting a lawyer to help you with the rest of the process.
The hallmarks of an Equal Employment Opportunity Commission (EEOC) discrimination claim typically include:
If these hallmarks are met, the EEOC will investigate the claim and determine whether there is reasonable cause to believe that discrimination occurred.
Federal employee discrimination refers to unfair treatment or harassment of an individual in the workplace based on their race, color, religion, sex, national origin, age, disability, or genetic information. This type of discrimination is illegal under federal law and can result in serious consequences for the employer.
All federal employees are protected from discrimination based on their race, color, religion, sex, national origin, age, disability, or genetic information. This includes employees of federal agencies and departments, as well as employees of private companies that do business with the federal government.
Examples of federal employee discrimination may include denial of promotions, pay raises or training opportunities based on an employee's protected characteristics, as well as harassment or a hostile work environment based on those characteristics.
If you experience federal employee discrimination, you should report it to your supervisor or to the equal employment opportunity (EEO) office of your agency or department. You may also consider consulting with an attorney who specializes in employment law.
The consequences of federal employee discrimination can include disciplinary action against the offending employee or supervisor, monetary damages to the victim, and changes to the employer's policies and procedures to prevent future discrimination.
Generally, you must file a claim of federal employee discrimination with the EEO office of your agency or department within 45 days of the discriminatory act. However, this timeline may vary depending on the circumstances of your case.
During the federal employee discrimination complaint process, you can expect to participate in an investigation of your claim, including interviews with witnesses and the alleged offender. You may also be required to provide documentation and evidence to support your claim. The EEO office will make a determination regarding your claim and may attempt to resolve the issue through mediation or other means.
No, it is illegal for an employer to retaliate against an employee for filing a federal employee discrimination claim. If you experience retaliation, you should report it to the EEO office or to an attorney who specializes in employment law.
The Equal Employment Opportunity Commission (EEOC) publishes annual statistics on federal employee discrimination claims. Here are some highlights from the most recent report:
If you hope to receive assistance with your discrimination case as quickly as possible, one of the things that you may want to do is consult with an experienced federal employee discrimination attorney. If you plan to file a discrimination complaint against your government employer, you can improve your chances of getting a good result with the help of a skilled attorney. Navigating a discrimination case alone can be challenging, especially when you do not understand how the process works or what to expect. With an experienced lawyer like one from the Federal Practice Group there to guide you and answer all of your questions, you can protect your rights and increase the likelihood of you getting the outcome that you want.
If you are sitting down with a lawyer for your first consultation concerning your discrimination case, you may be wondering what to expect. Before your consultation though, there are several things that you should know to be prepared. It is advised that you bring all of your legal documents, evidence, and relevant forms that you want to show a lawyer document the discrimination that you have experienced. If you have any evidence, bring that as well because they will want to see what kind you have. It will be helpful if you bring a notebook so that you can jot down notes during your consultation.
Regardless of what kind of discrimination case you are confronted with as a federal employee, a lawyer will be able to offer legal counsel so that the appropriate parties can be held accountable for their discriminatory practices. If you have any concerns about your situation, you can depend on a lawyer to be there for you and aggressively work hard to protect your rights and obtain the outcomes that you want. To know more about your legal options, consult with a trusted attorney right away by calling to set up an appointment.
As a federal employee or applicant, we have your best interest in mind. We can imagine the stress and frustration of not only being discriminated against, but not being believed. We believe in our clients, so if we represent your case, you can trust that you are in qualified hands that will be relentlessly advocating for you. Contact an attorney for federal employee discrimination from Federal Practice Group now for assistance.
As a federal employee discrimination attorney knows, this form of discriminatory treatment is a serious issue that has plagued the US government for decades. Discrimination in the workplace is defined as treating someone unfavorably because of their race, color, religion, sex, national origin, age, disability, or genetic information. Federal employees, who are supposed to uphold and enforce the law, are not immune to discrimination. There are several examples of discrimination that federal employees regularly experience.
Female federal employees have been subjected to discrimination for decades. In 2019, a female administrative judge filed a complaint alleging that she was passed over for promotion because of her gender. She claimed that a male colleague with less experience and qualifications was promoted over her. When workers are not paid equally compared to other workers of different genders, it may also qualify as gender discrimination.
Racial discrimination is one of the most common forms of discrimination in the federal workplace. In 2019, the Equal Employment Opportunity Commission (EEOC) reported that African American employees were more likely to experience discrimination than any other racial group. When racial slurs or other offensive or derogatory comments are used against workers of a specific race, it may be a credible racial discrimination case.
Age discrimination is another form of discrimination that federal employees may experience. In 2017, the EEOC settled a case in which a federal agency was accused of discriminating against older employees. The agency allegedly targeted older employees for layoffs and replaced them with younger, less experienced workers. Examples of age discrimination include inadequate training and lack of accommodations for elderly workers.
Federal employees with disabilities are also at risk of experiencing discrimination. In 2020, a blind employee of the Department of Homeland Security filed a lawsuit alleging that the agency failed to provide him with reasonable accommodations. For example, an employee may argue that they were not given access to the software they need to be able to perform their job duties properly. Disability discrimination can also come in the form of being denied a promotion or being subjected to derogatory comments.
Discrimination that is based on religious beliefs is another common form that many employees experience. In 2020, a Muslim employee of the Federal Aviation Administration filed a complaint alleging that she was harassed and discriminated against because of her religion. The employee claimed that her supervisor made derogatory comments about Muslims and refused to grant her leave to observe religious holidays. Religious discrimination can also come in the form of being passed over for promotion or being denied training opportunities.
Individuals in the LGBTQ+ community are also vulnerable to discrimination in the workplace. In 2019, a federal employee filed a complaint alleging that he was harassed and discriminated against because of his sexual orientation. The employee claimed that his supervisor made derogatory comments about gay people and created a hostile work environment. As a trained federal employee discrimination attorney like one from Federal Practice Group can explain, sexual orientation discrimination can also come in the form of being denied a promotion or being subjected to derogatory comments.
Federal employee discrimination is a serious issue that affects people from all walks of life. It is important for the government to take proactive steps to prevent discrimination and create a safe and inclusive work environment for all federal employees. To learn more about available legal services, request a consultation with a qualified federal employee discrimination attorney near you.
Every federal employee has the fundamental right to a workplace free from discrimination. As individuals protected under federal law, you possess the power to stand against prejudiced practices and actions in your work environment and seek legal redress when your rights are violated.
Numerous federal laws guard against different types of discrimination, including actions based on race, color, religion, sex, national origin, age, disability, or genetic information. Any prejudiced action against you anchored on these protected categories is illegal and can be contested.
Discrimination can present itself in various guises. It might be characterized as bias in decision-making, harassment within the workplace, exclusion from opportunities, or unjust treatment grounded on stereotypes or biases. Subtle forms of discrimination may exist too, involving systemic disadvantages, minor slights, or nuanced language that minimizes or marginalizes you.
As a federal employee, you are shielded by laws that prohibit workplace discrimination. Yet, navigating the complexities of filing a discrimination claim can be a daunting task. To bolster your chances of success and to ensure your rights are fully protected, consulting with a seasoned federal employment attorney, like those at the Federal Practice Group, can be beneficial.
From drafting your formal complaint to increasing your odds of a favorable agency response, our team of experienced attorneys will guide you every step of the way. Furthermore, if the agency's investigation results in a misjudgment, our team can assist in appealing the decision or taking the dispute to federal district court.
An Equal Employment Opportunity Commission (EEOC) discrimination claim typically revolves around these key elements:
You must belong to a federally protected class under anti-discrimination laws.
You must have experienced a negative employment action, such as termination, demotion, denial of promotion, or a reduction in responsibilities.
You must furnish evidence that the adverse employment action was motivated by discriminatory intent.
You must demonstrate a causal link between the negative employment action and the discriminatory intent.
You must file your claim with the EEOC within the required timeframe, generally 180 days from the alleged discrimination act (or 300 days if the claim is also covered by a state anti-discrimination law).
If these hallmarks are present, the EEOC will proceed to investigate the claim to determine the merit of the alleged discrimination.
An experienced federal employee discrimination attorney can provide the guidance you need when dealing with a discrimination case. Whether you're contemplating filing a complaint or you've received a verdict that you're not satisfied with, the attorneys at the Federal Practice Group are prepared to assist.
Our team of dedicated attorneys understands the emotional toll and stress that comes with discrimination. As such, we strive to offer compassionate and comprehensive legal assistance, working tirelessly to ensure your rights are upheld, and you receive the justice you deserve.
If you're facing discrimination as a federal employee, don't hesitate to reach out. Let the attorneys at the Federal Practice Group intervene to halt the discrimination and ensure you receive the restitution you deserve for the pain and inconvenience you've suffered.
Contact a federal employee discrimination attorney at Federal Practice Group today to discuss your circumstances and how we can help.
Connect with us in our D.C., Oklahoma, or California offices by calling the office number below. We'll provide you with the guidance and representation you need.
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