EEOC Complaints Representing Federal Employees for over 30 Years

Federal EEOC Lawyers

Assisting Federal Employees With Equal Employment Opportunity Complaints Nationwide

Federal law prohibits discrimination based on a person's race, color, sex, national origin, religion age, disability, and previous equal employment opportunity complaint or opposition activity. If you have been unlawfully discriminated against or harassed because of your membership in one of those protected classes, The Law Firm of John P. Mahoney, Esq., Attorneys at Law, PLLC, can help.

Our federal EEOC attorneys can guide you through the complexities of federal EEOC complaints, EEOC proceedings, or court cases. From the initial filing to settlement, mediation, hearing, or trial, our team is here to advocate on your behalf.

Why Call Our Federal EEOC Attorneys?

Over 30 Years of Dedicated Federal Employee Representation
Former federal labor & employment law enforcement agency Vice-Chair and Administrative Judge
AV® Rated for Ethics and Legal Skill
1,000s of Federal Employees Helped Across the U.S. and the Globe
Repeatedly selected as a “Top Rated Labor & Employment Lawyer” by the National Law Journal and The Wall Street Journal

Our federal EEOC lawyers are ready to help. Call (202) 350-3881 for a consultation or contact us online today! We’ll get back to you in 24 hours or less.

Keep Reading to Learn More About:

What Is the EEOC?
What Qualifies As An EEOC Complaint?
How Serious Is A Federal EEOC Complaint?
What Does the EEOC Consider Discrimination?
Federal Equal Employment Opportunity Complaint Process
How to Win a Federal EEOC Complaint
Discrimination Complaint Timeline
Stand Up for Your Rights With Help From Our Federal EEOC Attorneys

What Is the EEOC?

The Equal Employment Opportunity Commission (EEOC) was created as part of the Civil Rights Act of 1964 to help ensure discrimination did not exist or persist in federally controlled workplaces. Since its establishment, the EEOC has since grown and adopted the responsibility of helping ensure fair employment and hiring practices around the country, not necessarily only in the federal government, but in private companies as well. Employers and employees alike need to be fully aware of the EEOC and its many regulations and rules in order to prevent and stop unjust violations.

The Equal Employment Office handles complaints of employment discrimination and harassment involving:

Disability
Age
Religion
National origin
Gender
Race
Color
Pregnancy

If there is a workplace action that discriminates, harasses, or otherwise “singles out” a person for any of the aforementioned classes, the EEOC may be contacted to help create a lawsuit against the employer. The EEOC will not promise any sort of legal representation, however. A person who needs to create a discrimination lawsuit with the EEOC should proceed with the help of our federal equal employment opportunity lawyers.

What to Expect in the Federal EEO Process (Timelines & Key Steps)

Filing a federal-sector EEO complaint is different from a private-sector EEOC charge, and the process is driven by strict deadlines, required paperwork, and agency-specific procedures. Understanding the typical flow helps you protect your rights and avoid mistakes that can jeopardize an otherwise strong case.

Common Federal EEO Stages

Initial EEO contact: Many federal employees must begin by contacting an EEO Counselor within a short time after the discriminatory act. Missing this deadline can become a major defense for the agency.
EEO counseling / ADR: You may be offered counseling or Alternative Dispute Resolution (such as mediation). This can be an opportunity to resolve the dispute efficiently—if you’re prepared and your settlement terms are protected.
Formal complaint filing: If the matter is not resolved, you typically move to a formal complaint with the agency. This step requires careful issue-framing (what claims you include and how you describe them) and accurate supporting details.
Agency investigation: Evidence is gathered, witnesses may be interviewed, and documents are exchanged. Strategic guidance here can shape the record that later decision-makers rely on.
Hearing or final agency decision: Depending on your choices and the posture of the case, you may seek a hearing before an administrative judge or proceed to a final agency decision.
Appeal options: If you receive an unfavorable decision—or an inadequate remedy—additional review may be available.

How Strong Cases Are Built

Successful EEO matters often come down to organization and proof. Our office helps clients develop a clear theory of discrimination or retaliation supported by credible evidence, including:

Comparators: similarly situated employees treated more favorably under comparable circumstances
Documentation: emails, evaluations, time/attendance records, proposals, discipline notices, and policy references
Timeline: a dated, step-by-step chronology of events (including who said what and when)
Witness support: identifying supervisors, coworkers, or HR personnel who can corroborate key facts
Damages and remedies: calculating lost pay/benefits, restoration of leave, reassignment or promotion issues, and other relief

Practical Tips Before You File

Write it down early: create a factual timeline while details are fresh.
Preserve records: keep relevant communications and documents in an organized, secure format.
Be careful with workplace communications: assume emails and messages may become exhibits.
Don’t ignore retaliation: report and document any adverse actions that follow protected activity.

If you’re a federal employee pursuing an EEO matter from Washington, DC or anywhere nationwide, getting early legal guidance can make the process more manageable and significantly improve how your claims are presented and supported.

What to Expect in the Federal EEO Process (Timelines & Key Steps)

Common Federal EEO Stages

Initial EEO contact: Many federal employees must begin by contacting an EEO Counselor within a short time after the discriminatory act. Missing this deadline can become a major defense for the agency.
EEO counseling / ADR: You may be offered counseling or Alternative Dispute Resolution (such as mediation). This can be an opportunity to resolve the dispute efficiently—if you’re prepared and your settlement terms are protected.
Formal complaint filing: If the matter is not resolved, you typically move to a formal complaint with the agency. This step requires careful issue-framing (what claims you include and how you describe them) and accurate supporting details.
Agency investigation: Evidence is gathered, witnesses may be interviewed, and documents are exchanged. Strategic guidance here can shape the record that later decision-makers rely on.
Hearing or final agency decision: Depending on your choices and the posture of the case, you may seek a hearing before an administrative judge or proceed to a final agency decision.
Appeal options: If you receive an unfavorable decision—or an inadequate remedy—additional review may be available.

How Strong Cases Are Built

Successful EEO matters often come down to organization and proof. Our office helps clients develop a clear theory of discrimination or retaliation supported by credible evidence, including:

Comparators: similarly situated employees treated more favorably under comparable circumstances
Documentation: emails, evaluations, time/attendance records, proposals, discipline notices, and policy references
Timeline: a dated, step-by-step chronology of events (including who said what and when)
Witness support: identifying supervisors, coworkers, or HR personnel who can corroborate key facts
Damages and remedies: calculating lost pay/benefits, restoration of leave, reassignment or promotion issues, and other relief

Practical Tips Before You File

Write it down early: create a factual timeline while details are fresh.
Preserve records: keep relevant communications and documents in an organized, secure format.
Be careful with workplace communications: assume emails and messages may become exhibits.
Don’t ignore retaliation: report and document any adverse actions that follow protected activity.

What to Expect in the Federal EEO Process (Timelines & Key Steps)

Common Federal EEO Stages

Initial EEO contact: Many federal employees must begin by contacting an EEO Counselor within a short time after the discriminatory act. Missing this deadline can become a major defense for the agency.
EEO counseling / ADR: You may be offered counseling or Alternative Dispute Resolution (such as mediation). This can be an opportunity to resolve the dispute efficiently—if you’re prepared and your settlement terms are protected.
Formal complaint filing: If the matter is not resolved, you typically move to a formal complaint with the agency. This step requires careful issue-framing (what claims you include and how you describe them) and accurate supporting details.
Agency investigation: Evidence is gathered, witnesses may be interviewed, and documents are exchanged. Strategic guidance here can shape the record that later decision-makers rely on.
Hearing or final agency decision: Depending on your choices and the posture of the case, you may seek a hearing before an administrative judge or proceed to a final agency decision.
Appeal options: If you receive an unfavorable decision—or an inadequate remedy—additional review may be available.

How Strong Cases Are Built

Successful EEO matters often come down to organization and proof. Our office helps clients develop a clear theory of discrimination or retaliation supported by credible evidence, including:

Comparators: similarly situated employees treated more favorably under comparable circumstances
Documentation: emails, evaluations, time/attendance records, proposals, discipline notices, and policy references
Timeline: a dated, step-by-step chronology of events (including who said what and when)
Witness support: identifying supervisors, coworkers, or HR personnel who can corroborate key facts
Damages and remedies: calculating lost pay/benefits, restoration of leave, reassignment or promotion issues, and other relief

Practical Tips Before You File

Write it down early: create a factual timeline while details are fresh.
Preserve records: keep relevant communications and documents in an organized, secure format.
Be careful with workplace communications: assume emails and messages may become exhibits.
Don’t ignore retaliation: report and document any adverse actions that follow protected activity.

What Qualifies As An EEOC Complaint?

When a Federal employee or job applicant experiences workplace discrimination or harassment that breaches federal laws, they may file an EEOC complaint. This can include the following discrimination, harassment, or denial of a reasonable employment accommodation based on race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability, or genetic information. At The Law Firm of John P. Mahoney, Esq., Attorneys at Law, PLLC, our team of Federal EEOC attorneys knows the nuances of these issues and is dedicated to preserving your rights.

Whether you're facing discrimination or have been wrongfully terminated, our Federal employment law lawyers are here to guide you through the process of filing a complaint with the EEOC. It's crucial to act swiftly as there are strict time limits for filing an EEOC charge. With the expertise of our attorneys , you can ensure that your case is handled proficiently, aiming for a resolution that upholds your employment rights and dignity.

How Serious Is A Federal EEOC Complaint?

An equal employment opportunity complaint is a serious matter. If an individual files a complaint with the EEOC, the agency will conduct an investigation to determine if there is sufficient evidence to support the claim.

If the EEOC finds that discrimination did occur, it may take legal action against the employer, such as:

This could result in fines, penalties, and/or a court order for the employer to take specific actions to remedy the discrimination.
Additionally, a discrimination finding by the EEOC could also lead to negative publicity for the employer, which could harm its reputation and make it more difficult to attract and retain employees.
Furthermore, if the discrimination is severe, the EEOC can bring a suit in federal court on behalf of the employee.

In some cases, the EEOC may also offer mediation as a means of resolving the complaint.

What Does the EEOC Consider Discrimination?

The EEOC is charged with interpreting and representing the law and all of its various regulations. If the Supreme Court wants to make a change to anti-discrimination laws regarding the workplace, the EEOC will generally interpret its ruling so it is easily understood by employees and employers. For the most part, the EEOC is concerned with discrimination and its many forms.

If any of the decisions are made purely on a protected class, the EEOC may consider it discrimination:

Hiring or not hiring
Firing
Denied promotions
Wage cuts
Harassment or abuse

Need guidance with a federal EEOC complaint? Call (202) 350-3881 for a consultation with our federal discrimination lawyers.

Federal Equal Employment Opportunity Complaint Process

If you feel as though you have been the victim of these selective hiring practices at a federal agency, it is strongly advised you file an EEO complaint. How? Let’s look at the process.

1. Speak with a counselor

The first step in the EEOC process is to speak with an EEO counselor at the agency where you work or applied to work. The counselor will then give you the choice of participating in counseling or some form of alternative resolution, like mediation. You must speak with the counselor within 45 days of the discrimination action.

2. File a formal complaint

If the counselor cannot solve your issue, you can file a formal complaint. The agency will review the complaint and determine whether to sustain or dismiss it for a procedural reason (such as filing too late). If the agency accepts your complaint, they must complete an investigation within 180 days.

From there, you can either ask the agency to issue a decision or request a hearing before an EEOC Administrative judge. If you ask for a decision and the investigation determines no discrimination occurred, then you may appeal the decision or challenge it in court.

3. Request a hearing

If you request a hearing, an EEOC Administrative Judge will hear the case and issue a decision. If they believe discrimination occurred, they will order relief. Once the agency receives the decision, they have 40 days to issue an order which either accepts the decision or denies it, called the agency’s Final Action. If your complaint is denied, you will have the right to file both an appeal and a civil action.

4. File an appeal

You must file this appeal within 30 days of your receiving the final order. If you file an appeal, attorneys will review the entire case, including the agency’s investigation and the judge’s decision, and make a decision. If the agency disagrees with any part of the Administrative Judge’s decision, it will file one of these appeals as well.

5. Request reconsideration

If you are once again denied, you may ask for reconsideration, which will only be granted if you can show the decision was made with an error in the facts of the case or how the law was applied to it. It’s strongly advised that you have a lawyer review your case before making the decision to pursue this.

The agency also has the right to appeal to the EEOC to reconsider the decision if they disagree with it. Once the reconsideration request is made, the decision becomes final.

6. File a lawsuit

It is possible to drop the complaint process and file a lawsuit in court during the complaint process. You can do this when the agency you filed the complaint with does not issue a decision within 180 days, within 90 days of your receipt of the agency’s decision regarding your complaint, or if the EEOC does not issue a decision regarding your appeal within 180 days.

How to Win a Federal EEOC Complaint

Filing an EEOC complaint against your federal employer can be an intimidating prospect.

Here are some tips from our experienced EEOC attorneys to help you put your best foot forward:

Hire a federal employment lawyer - While you can file an EEOC complaint on your own, you can increase your chance of success by working with an attorney. An EEOC lawyer will know how to best submit the details of your case so that it will be compelling. They can also guide you through all deadlines and procedures.
Include Compelling Evidence - To win an EEOC complaint you must submit evidence that supports your claim. This evidence might be emails, witness statements from coworkers, video or photographic evidence, or disciplinary records. Your attorney can review the evidence you have collected and determine what would best help your case.
Maintain a Calm, Professional Attitude - Filing an EEOC complaint is certainly unnerving, but keeping your composure, especially during mediation or a hearing, can help positively influence the outcome of your case.

Following these steps is no guarantee that you will win your EEOC complaint, however, it will give your case the best chance of success. Have further questions about federal EEOC complaints? Contact [Site:BusinessName} to speak with an experienced member of our team.

What is the Timeline of a Federal Discrimination Lawsuit?

Federal employees who have suffered from wrongful treatment, including unlawful termination, harassment, or other adverse personnel actions due to their race, color, sex, national origin, religion, age, disability, or prior EEO activity have a right to file a federal EEOC complaint at their agency and seek back pay, damages, and/or other remedies.

Federal employees who believe they have been discriminated against in employment by their federal agency employers must file an informal EEO complaint with the EEO office of their employing federal agency, and not directly to the EEOC, within 45 calendar days of when they knew or should have known they were discriminated against or within 45 calendar days of the effective date of any concrete personnel action by their employing agency, which they believe to have been motivated by unlawful intentional discrimination against them.
Their agency will then provide them EEO counseling during the 30-day informal EEO complaint process, unless the employee and the agency agree to process the informal EEO complaint via the agency’s Alternative Dispute Resolution (ADR) mediation program, which will extend the counseling period for an additional 60 days.
If the complaint is settled in the informal stage, a written settlement agreement contract will be entered into and signed by the parties. If the informal EEO complaint is not settled, the employee will be given a Notice of Right to File a Formal EEO complaint, which they must do within 15 calendar days of receiving that notice.
Once a formal EEO complaint is filed, the employing agency has 180 calendar days to investigate the complaint and gather affidavits from all parties concerned, as well as relevant evidence, all of which is included in the Agency’s Report of Investigation. The applicant/employee/complainant then has 30 calendar days to request a hearing before an administrative judge of the EEOC.
The EEOC hearing process is supposed to be completed within 180 days, but often takes up to two years. Whichever party loses can file a written appeal to the EEOC’s Office of Federal Operations (OFO). OFO’s appellate decision is generally the EEOC’s final decision absent a rarely granted written Request for Reconsideration.
Complainants may alternatively opt out of the administrative EEO complaint process within 90 days of receiving a final EEOC decision or after the formal EEO complaint is pending for 180 calendar days, and file a civil action in the United States District Court (USDC) with jurisdiction over the location in which the discrimination occurred.
Court Civil Actions then proceed through the USDC process and then can be appealed to the United States Court of Appeals for the Judicial Circuit having jurisdiction over the place where the discrimination occurred, and occasionally to the Supreme Court of the United States (SCOTUS).

Can You Look Up EEOC Complaints?

If you’ve filed a federal employment discrimination case with the EEOC, you may be interested in checking the status of your complaint. The EEOC allows anyone who has made a complaint or is the subject of a complaint to check its progress. You can look up an EEOC complaint in the online portal or call toll-free at 1-800-669-4000 if you do not have internet access. Only authorized individuals can look up the status of an EEOC complaint in order to protect the privacy of both parties involved.

Stand Up for Your Rights With Help From Our Federal Discrimination Lawyers

Every case is unique and requires a tailored approach. The Law Firm of John P. Mahoney, Esq., Attorneys at Law, PLLC, can provide hands-on guidance to help you seek justice and accountability for your Agency’s unjust treatment. Turn to a team of federal EEOC attorneys who care about fighting for a fair and progressive outcome.

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I wanted to take a moment to sincerely thank you for the powerful motion you submitted to amend and reinstate the dismissed claims in my case. Your work was not only thorough and well-argued it is deeply validating.
Reading the motion, I felt like you truly captured the full scope of what I endured. The way you incorporated the patterns of hostility, the layered racial and gender-based discrimination, and the continued retaliation was incredibly strategic and affirming. Your attention to detail, legal framing, and use of precedent made it clear that you believe in the strength of my case and are committed to advocating for the truth to be seen.
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Recognized Leader in the Field Published Case Victories & Publications

John Mahoney, who is a former federal Administrative Judge, is regularly highlighted in the news and often writes and presents on matters of federal employment law. He is recognized as a leader in the field due to his impressive track record, which includes everything from recovering hundreds of thousands of dollars in compensation from the EEOC for clients in discrimination and retaliation cases to effecting changes in federal employment law and reversing MSPB decisions. For federal employee legal representation, contact us today (202) 350-3881.

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Why Choose Our Federal Discrimination Lawyers?

At The The Law Firm of John P. Mahoney, Esq., Attorneys at Law, PLLC, we have a team of experienced and dedicated federal EEOC attorneys who are committed to helping federal employees fight discrimination in the workplace.

Here are a few reasons why you should choose us:

Expertise: Our lawyers have a deep understanding of federal employment law and the EEOC complaint process. We can guide you through each step of your case and provide you with the legal support you need to win.
Personalized attention: We treat each of our clients with the care and respect they deserve. When you work with us, we will take the time to understand your unique situation and develop a tailored strategy that fits your needs.
Proven track record: We have helped numerous federal employees successfully resolve discrimination cases and obtain the justice they deserve. We are proud of our record of success and will fight tirelessly to protect your rights.

If you are facing discrimination in the federal workplace, don't hesitate to reach out to us for help. We are here to support you every step of the way.

Federal EEOC Lawyers

Assisting Federal Employees With Equal Employment Opportunity Complaints Nationwide

Why Call Our Federal EEOC Attorneys?

Keep Reading to Learn More About:

What Is the EEOC?

What to Expect in the Federal EEO Process (Timelines & Key Steps)

Common Federal EEO Stages

How Strong Cases Are Built

Practical Tips Before You File

What to Expect in the Federal EEO Process (Timelines & Key Steps)

Common Federal EEO Stages

How Strong Cases Are Built

Practical Tips Before You File

What to Expect in the Federal EEO Process (Timelines & Key Steps)

Common Federal EEO Stages

How Strong Cases Are Built

Practical Tips Before You File

What Qualifies As An EEOC Complaint?

How Serious Is A Federal EEOC Complaint?

What Does the EEOC Consider Discrimination?

Federal Equal Employment Opportunity Complaint Process

1. Speak with a counselor

2. File a formal complaint

3. Request a hearing

4. File an appeal

5. Request reconsideration

6. File a lawsuit

How to Win a Federal EEOC Complaint

What is the Timeline of a Federal Discrimination Lawsuit?

Can You Look Up EEOC Complaints?

Stand Up for Your Rights With Help From Our Federal Discrimination Lawyers

Recognized Leader in the Field Published Case Victories & Publications

Helpful Resources

Why Choose Our Federal Discrimination Lawyers?

Related Reading

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