Federal Workplace Harassment Lawyers in the United States
More Than 30 Years of Federal Employment Law Experience
Federal workplace harassment concerns often extend beyond inappropriate conduct. The legal analysis may turn on whether the conduct relates to a protected characteristic, prior equal employment opportunity activity, retaliation, a hostile work environment, or an adverse personnel action. Agency procedures and short filing deadlines can also affect how an employee pursues a claim.
We represent federal employees across the United States in workplace harassment, discrimination, retaliation, and related federal employment matters. Our attorneys assess the conduct, employment consequences, available records, and procedural posture to identify which federal-sector processes may apply.
Speak with our federal employment attorneys about your workplace harassment concerns. Call (202) 350-3881 to discuss what happened and which process may apply.
Representation for Harassment & Related Personnel Actions
We advise federal employees on agency EEO procedures and harassment-related proceedings. Depending on the facts, a matter may involve an agency anti-harassment program, an EEO complaint, a grievance, an investigation, or another administrative process. These routes aren’t interchangeable, so identifying the proper forum is an important early step.
We also consider the employment context surrounding the conduct, including any reassignment, demotion, denial of promotion, loss of duties, discipline, termination, or other personnel action tied to the alleged harassment or protected activity.
Former Federal Officials Bring Firsthand Insight to Your Case
John P. Mahoney served as an Administrative Judge of the Government Accountability Office Personnel Appeals Board and as a federal government executive. Our attorneys include former federal employees, agency executives, managers, administrative judges, attorneys, and military veterans. This firsthand knowledge informs how we evaluate agency actions, procedural options, and the records supporting a claim.
We have represented thousands of federal employees. John Mahoney has also received an AV Preeminent rating for ethics and legal ability.
Federal EEO Deadlines Can Be Short
Under general Equal Employment Opportunity Commission guidance, a federal employee or applicant usually must contact an EEO Counselor at the employing agency within 45 days of the alleged discriminatory event or the effective date of a personnel action. If counseling or alternative dispute resolution doesn’t resolve the matter, the individual generally has 15 days after receiving a Notice of Right to File a Formal Complaint to submit the complaint. Exceptions may apply, and the correct deadline depends on the events, notice, employment status, and procedural history.
Reporting conduct through an agency anti-harassment program may not satisfy the separate requirements for a federal-sector equal employment opportunity complaint. A prompt review may clarify which procedures and deadlines require attention.
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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How the Federal-Sector EEO Process Works
The process generally begins when an employee contacts an EEO Counselor at the agency where the employee works, previously worked, or applied for a job. Counseling identifies the claims and explores possible resolution. Depending on the agency and circumstances, it may include alternative dispute resolution, a structured attempt to resolve the dispute without a hearing.
The process may include these stages:
- Initial counseling: The employee contacts the agency’s EEO Counselor and provides information about the alleged discrimination or harassment.
- Formal complaint: If the matter remains unresolved, the agency may issue a Notice of Right to File a Formal Complaint.
- Agency review and investigation: The agency decides whether to accept the claims and develops an investigative record for accepted allegations.
- Hearing or agency decision: Depending on the procedural posture, the employee may request a hearing before an Equal Employment Opportunity Commission administrative judge or receive a final agency decision.
- Appeal or litigation: Later options may include an Equal Employment Opportunity Commission appeal, federal court litigation, or another applicable procedure.
The available steps and deadlines vary with the claim, agency actions, prior filings, and employee status. We examine the full procedural history before advising a client on the appropriate path.
