Sexual Harassment Attorneys for Federal Employees
Former Federal Administrative Judge. Nationwide Federal EEO Representation.
Federal employees facing sexual harassment encounter a legal process that operates entirely differently from the private sector. At The Law Firm of John P. Mahoney, Esq., Attorneys at Law, PLLC, we represent federal employees across the United States and internationally, guiding them through a complaint process with its own deadlines, procedural requirements, and administrative stages. Our firm is based in Washington, D.C., and our founding attorney, John Mahoney, served as a federal Administrative Judge who adjudicated discrimination, harassment, and retaliation cases from the inside. That background directly informs how we approach every federal sexual harassment matter.
We handle federal employment issues including discrimination, whistleblower retaliation, security clearance appeals, and other prohibited personnel practices. Sexual harassment claims sit at the intersection of several of these, and missing a procedural step can close the door on an otherwise valid claim.
Federal EEO deadlines are strict and unforgiving. If you’re experiencing sexual harassment at your federal agency, contact The Law Firm of John P. Mahoney, Esq., Attorneys at Law, PLLC today at (202) 350-3881 before time runs out.
Our Practice Areas
- Administrative Law Judge Hearings
- Agency or Congressional Conduct Investigations
- Conduct Investigation
- Disciplinary Actions
- EEO Complaints
- Employment Law
- Federal Disability Retirement Benefits
- Federal Employment Law
- Inspector General Complaints
- MSPB Appeals
- OFO Appeals
- OSC Complaints
- Performance Cases
- Performance Improvement Plans
- Security Clearance Law Appeals
- Sexual Harassment
- Title 38
- Whistleblower Cases
- Workplace Harassment
What Constitutes Sexual Harassment Under Federal Law
Title VII of the Civil Rights Act of 1964 prohibits sex discrimination in federal government workplaces, and the EEOC has long interpreted that prohibition to cover sexual harassment. The conduct must be unwelcome and either sexual in nature or based on sex, and it must be sufficiently severe or pervasive to affect the terms or conditions of employment. A single isolated comment generally won’t meet that standard; a pattern of conduct or one extremely serious incident typically will.
Sexual harassment generally takes one of two recognized forms:
- Quid pro quo harassment: A supervisor conditions a job benefit, promotion, or continued employment on submission to sexual advances.
- Hostile work environment harassment: Unwelcome conduct of a sexual nature is severe or pervasive enough to create an abusive or intimidating workplace.
Both the victim and the harasser can be of any sex, and same-sex harassment is unlawful under Title VII. Beyond the civil rights statute, sexual harassment against federal employees also violates the Merit System Principles and qualifies as a Prohibited Personnel Practice, giving affected employees additional grounds on which to pursue a claim.
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"I found him a wise and compassionate advisor."
Mr Mahoney is an incredibly intelligent attorney with a very easy counselor manner. I found that the money I spent for my initial appointment with Mr Mahoney was well spent I will continue to use his council as I found him a wise and compassionate advisor. You would be well taken care of should you use his service.- Michael S. -
"It means the world to know my experience is being fought for so powerfully."
Dear Attorney Lolotai,
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.
Thank you for standing with me and for giving voice to the reality I’ve been carrying for so long. It means the world to know my experience is being fought for so powerfully.
- Rikyah Noel Brown
The Federal EEO Complaint Process: Deadlines That Cannot Be Missed
The process for federal employees is governed by 29 C.F.R. Part 1614 and differs significantly from what private-sector workers follow. Private employees file a discrimination charge directly with the EEOC. Federal employees must exhaust an internal administrative process first, and the clock starts almost immediately after the harassing conduct occurs.
The required sequence generally unfolds as follows:
- 45-day contact deadline: An employee must contact their agency’s EEO counselor within 45 calendar days of the discriminatory act. Missing this deadline can bar the entire claim.
- EEO counseling: The counseling period lasts up to 30 days. During this window, the employee may also elect alternative dispute resolution, such as mediation.
- Formal complaint and agency investigation: If counseling doesn’t resolve the matter, the employee files a formal complaint. The agency then investigates, typically within 180 days.
- Post-investigation options: After the investigation, the employee may request a final agency decision, request a hearing before an EEOC administrative judge, or, at defined procedural points, take the matter to federal court.
Each of these steps carries its own timing requirements. Entering this process without counsel familiar with federal administrative procedure creates real risk at every stage.
For decades, we have helped thousands of federal employees like you handle the most complex legal matters, so they can assert their rights, and protect and enhance their federal careers. We are grateful for your public service, and we are dedicated to resolving the employment difficulties you face with the federal government. We offer the effective legal experience you need.
Why Federal Employees Nationwide Choose Our Firm
Many of our attorneys have worked inside the federal system themselves, including in roles as agency executives and administrative judges. That firsthand experience shapes how we evaluate a complaint, anticipate agency arguments, and prepare for hearings before an EEOC administrative judge. We aren’t learning the federal employment process from the outside. We’ve operated within it.
The Law Firm of John P. Mahoney, Esq., Attorneys at Law, PLLC has been recognized as an AV Preeminent Top-Rated Law Firm for both legal ability and ethics, the highest rating available through Martindale-Hubbell. Our attorneys have achieved favorable outcomes in significant federal employment cases, including multi-million-dollar resolutions, for federal employees at agencies across the country.
We represent federal employees wherever they are stationed. Whether you work at a domestic agency or are posted internationally, geography doesn’t limit your access to our representation.
If you’re experiencing sexual harassment in your federal workplace, the 45-day EEO counselor deadline moves quickly. Contact The Law Firm of John P. Mahoney, Esq., Attorneys at Law, PLLC at (202) 350-3881 to discuss your situation with a federal employment attorney.