Federal Employment Managers Should Follow Strict Guidelines
In the wake of the “Me Too” movement’s initial explosion, employees can only hope that management and employers stop discrimination and harassment in its tracks, knowing that tolerance is at an all-time low, but that is not the case realistically. Harassment is commonplace in federal workplaces, according to a study in 2018 that showed one in five women at larger agencies experienced some form of inappropriate behavior from a co-worker or supervisor.
Unfortunately, federal complaints and the subsequent disciplinary action are some of the most drawn out cases documented. Federal employment cases, and the federal officials who handle them, are notoriously overburdened and underfunded, creating a log-jam of sorts for all incoming cases. Your best hope is to reach out to an attorney who can help move things along, who has experience and knowledge about federal employment law, and who has your best interests at heart.
The team at John P. Mahoney, Esq. Attorney at Law, your federal employment lawyers in DC can help if you are filing a complaint and need help gathering evidence, keeping documentation, or are unsure how to approach your manager. If your manager has not handled past complaints effectively, your case may not be any different. When you are in need legal guidance from an advocate you can trust, contact our team to discuss your options.
What Is “Me Too” Evidence and Where Does it Fit in Your Case?
The strongest argument in an EEO complaint is preparation, documentation and early action, so you have as much evidence as possible to bring to the table. With “me too” specifically, it would be comprised of harassment in the form of messages, emails, correspondence via workplace messaging systems or via your social media.
The biggest component of “Me Too” evidence is that is shows that your employer discriminated against or harassed similarly situated individuals other than yourself. This kind of evidence shows a pattern and practice of harassment or discrimination by the employer. The power of “me too” evidence is that there is strength in numbers. Evidence of a perpetrator’s prior acts of discrimination or harassment, and even retaliation, can show intent, boosting the credibility as each new person comes forward.
Examples of “Me Too” evidence would include:
- Employer’s hostile treatment of other women.
- Employer’s discrimination or termination of women who are pregnant.
- Employer’s sexual exploitation of other women.
- Employer’s documented unwanted advances towards other women.
- Employer’s inappropriate touch, comments, or circulation of obscene photographs.
We’re on Your Side
We understand that coming forward with a discrimination or harassment complaint is a courageous act that can be difficult to initiate. It often involves moving past the fear of being judged for standing up for yourself and into the confidence that you are doing what is right. You deserve to be heard, and our team is here to help. The DC federal employment attorneys at John P. Mahoney, Esq. Attorney at Law can help you protect your rights and speak up when you are facing discrimination, harassment, or retaliation.
Contact our team for a free 30-minute phone consultation at (877) 771-2231.