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Federal Employee Discrimination Attorney
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 orienation, 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.
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 a 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 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.
Call Federal Practice Group
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.
Managing Federal Employee Discrimination Cases
Our federal employee discrimination attorney knows that the experience of discrimination can be incredibly frustrating and shocking. While no person should experience discrimination in any way, according to a survey released by an employee engagement platform, 70% of people who responded reported some form of prejudice or harassment in the workplace. Discrimination can take many forms, and employees don’t have to idly sit by because it’s possible to stop this behavior. Federal employees have a slightly different process than most. Still, by gathering evidence and filing a complaint with the help of the Federal Practice Group, it’s possible to hold responsible parties accountable for their actions.
Common Discrimination Scenarios
If you’re unsure of whether you’re a victim of legally actionable mistreatment in the workplace, connect with an experienced federal employee discrimination attorney at The Federal Practice Group for clarification. It is rare that discriminatory treatment occurs in such blatant fashion that it is recognizable at a glance. Connecting with our firm will allow you to stop wondering “Is this mistreatment actionable?” and to start making informed choices about taking legal action if you’re in a strong position to do so.
One: Discrimination Based on Race, Religion, National Origin, etc.
One of the primary reasons why you should connect with a federal employee discrimination attorney at our firm if you’re unsure of whether you have a strong case is that discrimination is usually veiled to appear as some sort of legitimate form of mistreatment. For example, you may be passed over repeatedly for a promotion due to vague performance concerns that aren’t supported by your work record. In reality, this limited access to advancement may be rooted in biases that your employer may or may not be consciously aware that they harbor as a result of your inclusion in a protected class (including race, religion, national origin, etc.)
Two: Sex Discrimination
Mistreatment based on sex, gender, sexual orientation, marital status, and pregnancy occurs regularly in the American workforce. Oftentimes, it occurs in the forms of harassment, limited opportunities arising in the wake of a decision to take parental leave, pay inequity, lack of advancement opportunities, and exclusion from certain privileges of employment. As is true with other forms of discrimination, employers may try to justify this kind of mistreatment as rooted in a legitimate purpose. But, chances are that if something feels “just plain wrong,” you may have cause to file legal action.
Three: Disability Discrimination
If your employer has denied a reasonable accommodation request or has otherwise mistreated you in veiled ways that may be related to disability-rooted bias, our team would like to speak with you about your legal options. Far too often, individuals suffer mistreatment in silence, believing that they have no other options available to them. Federal and state law guard against disability-related discrimination and our firm may be able to advocate on behalf of your interests accordingly.
Four: Age Discrimination
Workers who have reached the age of 40 are protected from age discrimination on a federal level. Workers who are younger may be protected from age-related discrimination on a state or local level. In either event, if you’re experiencing unequal access to the opportunities and privileges of employment, advancement, etc. and you believe that your challenges may have to do with age-related bias, it’s time to speak with a lawyer at The Federal Practice Group.
Retaliation occurs when employers engage in any kind of harassment, discrimination, or adverse employment action due to someone’s protected classification or exercise of a legally-protected right. For example, if you have filed a workers’ comp claim, reported your employer to OSHA, or taken FLMA leave and your employer has responded to these legally-protected actions in any way, you may have grounds to file a retaliation claims. Connect with our federal employee discrimination attorney team to learn more.
Discrimination and the EEOC
In 1964, the Civil Right Act was passed, and although it has been amended over the years, Title VII of the act is enforced by the U.S. Equal Employment Opportunity Commission (EEOC). The EEOC is a federal agency with authority to investigate and enforce workplace discrimination complaints. In addition to investigating allegations in the workplace, the EEOC also ensures that government agencies comply with EEOC regulations. Discrimination regarding a person’s age, race, ethnicity, gender, pregnancy, religion, national origin, or disability applies. It’s essential to be aware that these situations are relevant for employees and prospective employees and involve situations such as hiring, promotions, fair wages, harassment, and firing.
If you believe you have been discriminated against, it may be possible to file a complaint, but the process can be complicated and cumbersome. As a federal employee who has experienced discrimination, it may be advantageous to discuss the case with a federal employee discrimination attorney because they can determine the most appropriate course of action.
Filing a Complaint – What to Include
There is a limited time frame to file a complaint, and victims must contact a counselor from the EEOC within 45 days of the discrimination. If a resolution cannot be reached through the mediation process, victims can file a formal complaint with the EEOC office of that government agency. The EEOC counselor assigned to your case will provide instructions on how to file, and once this notice is received, there are 15 days to file a formal complaint. From the start of discrimination, it’s essential to keep track of all evidence, as this will need to be included within the formal complaint. An attorney can help to draft the complaint as the following will need to be included:
- Employment Information
- Names of All Involved Parties
- Dates Discrimination Took Place
- A Description of What Occurred and Damages
Once a formal complaint has been filed, the agency will initiate the investigation process, which they have 180 days to complete. Upon completion of the investigation, the agency will either issue a decision or the victim can request to have a hearing before a judge.
Reasons to Contact an Attorney
Discrimination in the workplace should never be tolerated, but, despite this, people still experience this type of treatment every day. Because the process can be challenging, working with an attorney can be beneficial for several reasons:
- For assistance in understanding the legal process
- Help with building a strong case
- Prevent common mistakes from happening
- Work with the EEOC on your behalf
- Provide regular case updates and answer questions
What Are Signs of Discrimination?
It can be hard to tell if you are being discriminated against, because discrimination can cover a wide range of experiences, actions, and behaviors. Some instances of discrimination are not as overt, such as being fired. Discrimination can be subtle, and it can happen over time, with each instance becoming more intense or changing in form. For example, microaggressions in the workplace can later turn into a passed over promotion, or a shift in duties. If you are noticing that everyone around you is being treated in a much more positive manner, while you are being forced to face certain hurdles or difficulties in your work environment, you may be going through discrimination.
How Do I Gather Evidence For Discrimination?
Discrimination refers to unequal and unfair treatment that is directed at you, and is based on your race, gender, sexual orientation, ethnicity, religion, age or disability. You must be able to show evidence that the actions being taken against you or the way you are being treated is connected to one or more of those categories. One of the primary types of evidence is your statement that you are a victim of discrimination. Other types of evidence that you can collect for your case include messages like texts or emails you receive, documents, and data or statistics showing that you were disproportionately impacted than your peers.
What if My Complaint Gets Rejected?
People who experiencing discrimination as a federal employee should file a formal complaint to the U.S. Equal Employment Opportunity Commission. If you work for the federal government there is a specific process that you have to follow. If you have gone to report a discrimatinion case and they deny your claim there are some steps that you can take. With the help of a skilled federal employee discrimiation attorney, you may be able to appeal the decision, or choose to take the case to court. A lawyer will be able to give you the guidance that you need to navigate the process and prepare your case.
What Do I Need to Include in My Federal Discrimination Complaint?
To file your complaint properly, you need to include several times as part of your complaint. The things that you should include are your employment information, the names of the parties that you intend to file the report against, the dates and description of the incident, and the damages that you seek to recover from the incident. If you are missing any of these items, your complaint may be rejected because it does not have enough supportive evidence, or because you are missing requirements. If you’re unsure what else to include, you can reach out to a federal employee discrimination attorney who can give you further details about the requirements.
What if My Employer Retaliates Against Me?
If you are worried about facing retaliation from your employer as a result of filing a discrimination complaint, do not be worried. There are legal protections in place for federal employees who choose to come forward with a discrimination claim. Your employer is legally forbidden from retaliating against you after finding out that you decided to file a complaint. Examples of retaliation include changing your duties, changing your position, reducing your wage or salary, and wrongful termination. If you believe that your employer is attempting to relate against you, inform a federal employee discrimination attorney so that the proper steps can be taken.
Working with a federal employee discrimination attorney can significantly expedite the process of navigating the complexities of the EEOC complaint process. Contact our offices today to learn more about how the Federal Practice Group helps federal employees who face discrimination.