Federal EEO Cases

We represent federal employees seeking legal representation during the informal and formal stages of the Equal Employment Opportunity (EEO) process, including federal sector administrative hearings before the U.S. Equal Employment Opportunity Commission.  We have successfully represented employees of various federal agencies including, but not limited to the U.S. Postal Service, U.S. Department of Veterans Affairs, U.S. Army Corps of Engineers, U.S. Department of the Army, U.S. Department of Housing and Urban Development, and the U.S. Department of Health and Human Services, among others.

Agency Actions That May Give Rise to a Federal EEO Case

Federal employees who have been discriminated against in the workplace have the right to an administrative forum commonly referred to as the Equal Employment Opportunity (EEO) process.  If you are a federal employee and you believe that you have been subjected to discrimination, you must initiate an EEO complaint within a timely manner in order to preserve your rights. Discriminatory conduct that is actionable against a federal agency includes, but is not limited to:

  • Failure to Hire
  • Failure to Promote
  • Non-Selection
  • Failure to Accommodate
  • Proposed Notice of Removal
  • Removal from Federal Service
  • Denial of TDY
  • Demotion
  • Negative Performance Evaluations
  • Unjustified Disciplinary Action
  • Retaliation
  • Racial Harassment
  • Sexual Harassment
  • Retaliatory Hostile Work Environment
  • Other Actionable Conduct

We have extensive experience representing federal employees at the informal and formal stage of the EEO process, and we are prepared to help you fight the discriminatory practices occurring in your workplace.  Every case is different so if you believe your EEO rights have been violated, contact us immediately to schedule a consultation.

Why Should I Hire a Federal Employment Law Attorney?

Federal employees who have experienced unlawful discrimination, retaliation, or harassment on the job must initiate an informal EEO complaint with the Agency’s designated EEO office.  The EEO complaint must be initiated within a timely manner in order to preserve your claims.  Failure to meet these deadlines can potentially prevent you from pursuing your case further.  Therefore, it is extremely important to have your case reviewed by our experienced federal employment law attorney as soon as possible.

When Should I Hire a Federal Employment Law Attorney?

Although some federal employees intentionally delay hiring an attorney until their EEO case is in the formal stage or the hearing stage, it is best to hire an attorney during the informal stage, i.e. shortly before or after initiating your EEO case.


Hiring an attorney early on in the case gives your attorney an opportunity to thoroughly develop your EEO claims and make sure your claims are accurately stated.  It also gives your attorney the opportunity to identify any claims you may have overlooked before the agency conducts its investigation.  Another advantage of hiring an attorney during the informal stage, is that your attorney may be able to successfully challenge any decisions by the agency declining to accept your claims for investigation.