Washington, D.C. Federal Employment Attorney for Harassment

Lawyer for Harassment and Hostile Work Environment Claims in Washington, D.C.

Harassment in the federal workplace can take many forms. Federal employees in Washington, D.C., have the right to work in an environment free from harassment based on protected characteristics such as sex, race, religion, disability, and more. Unfortunately, employees may still encounter unwelcome behavior that disrupts their ability to perform their jobs, diminishes morale, and threatens their professional standing.

Federal employment laws prohibit harassment that is severe or pervasive enough to create a hostile or intimidating work environment. This applies to conduct by supervisors, coworkers, contractors, and even clients or members of the public, depending on the circumstances. Understanding what qualifies as harassment and knowing how to respond is essential for protecting your rights. At Federal Employee Legal Services Center, our federal employee harassment attorney can assist with identifying unlawful behavior, filing Equal Employment Opportunity (EEO) claims, and pursuing legal remedies when agencies fail to act.

Sexual Harassment in the Federal Workplace

Some of the most damaging forms of workplace misconduct may involve sexual harassment. This form of harassment may include inappropriate words or actions, unwelcome advances or requests, or other types of verbal or physical conduct that interferes with a person's work environment or employment status. Sexual harassment may include:

• Inappropriate or offensive comments of a sexual nature
• Repeated and unwelcome flirting, jokes, or innuendo
• Physical contact such as touching, hugging, or groping
• Display of sexually explicit images, emails, or messages
• Promises of job benefits in exchange for sexual favors, which is known as quid pro quo sexual harassment
• Retaliation after refusing or reporting inappropriate advances

Sexual harassment may be committed by supervisors, peers, or subordinates. It may also involve same-sex harassment or behavior that targets someone based on their gender identity or sexual orientation. If left unaddressed, it can cause emotional distress that could affect a person's job performance, or it may even lead to resignations or terminations.

Other Forms of Harassment Leading to a Hostile Work Environment

In addition to sexual harassment, other types of harassment can lead to a hostile work environment. These may include:

• Racial Harassment: This form of harassment may involve the use of slurs, stereotypes, offensive comments, or exclusion based on a person's race or ethnicity.
• Religious Harassment: Issues such as mocking a person's religious attire, disparaging people's religious beliefs, or a refusal to allow certain religious practices may be considered harassment or discrimination.
• Disability-Based Harassment: Harassment may include teasing or isolating employees due to physical or mental disabilities or denying reasonable accommodations.
• Age-Based Harassment: Actions such as making negative remarks about age, excluding older employees from training, or promoting stereotypes about aging may be considered harassment.
• National Origin Harassment: Insulting an employee's accent, questioning their citizenship status, or discriminating based on a person's birthplace can be a form of harassment.

These behaviors may not always be blatant, but when they are pervasive or severe enough to affect the conditions of employment or create an intimidating work atmosphere, they are unlawful. Harassment may also be combined with discriminatory practices, and a victim may need to take steps to address these issues and restore a positive environment in the workplace.

Addressing Harassment in the Federal Workplace

The process of addressing harassment will typically involve several key steps:

1. EEO Counselor: Within 45 days after an incident has occurred, an employee can file a report and work with a counselor to address harassment that has occurred. The counselor will attempt to resolve the issue informally, and they may offer alternative dispute resolution options such as mediation.
2. Filing a Complaint: If necessary, an employee can make an official complaint with the federal agency where they work. This complaint should clearly describe the harassment and provide supporting details.
3. Agency Investigation: The EEO office at an agency will typically investigate the allegations. An investigation may involve interviews, document collection, and reviews of relevant evidence.
4. EEOC Hearing: A federal employee can request a hearing in which an administrative judge from the Equal Employment Opportunity Commission (EEOC) will review the accusations.
5. Appeal or Litigation: If the results of an investigation and/or hearing were unsatisfactory, an employee can file an appeal with the EEOC or pursue a lawsuit that will be handled in federal court.

Contact a Washington, D.C. Federal Employee Harassment Lawyer

A person who has experienced harassment in a federal workplace or who is dealing with a hostile work environment does not have to remain silent or endure continued mistreatment. At Federal Employee Legal Services Center, we help federal workers navigate the complaint process, stand up against unlawful conduct, and work to achieve resolutions that will allow them to work in a positive environment. Contact our Washington, D.C. federal employee harassment attorney by calling 202-204-2226 and arranging a free consultation.