Washington, D.C. Federal Employee Discrimination Lawyer

Attorney for Sex, Race, Religion, or Age Discrimination Affecting Federal Employees in Washington, D.C.

In Washington, D.C., federal employees make up a significant portion of the workforce, and like all employees, they are protected under federal law from discrimination in the workplace. Despite these legal protections, discrimination continues to be a pressing issue. Discrimination can affect hiring decisions, promotions, job assignments, workplace treatment, and access to benefits and opportunities.

Federal employees who have experienced workplace discrimination have legal options to challenge that conduct and seek meaningful remedies. At Federal Employee Legal Services Center, our Washington, D.C. federal employment discrimination attorney can provide essential guidance and representation with Equal Employment Opportunity (EEO) complaints and hearings before the Equal Employment Opportunity Commission (EEOC). We work to ensure that our clients' rights are protected and that discrimination will be addressed correctly.

Sex Discrimination in Federal Employment

Sex discrimination may occur when an employee is treated differently or unfairly due to their sex, gender identity, or sexual orientation. In federal workplaces, this form of discrimination can take various forms, such as:

• Denial of promotions or assignments to qualified employees based on their gender
• Unequal pay for the same work between male and female employees
• Hostile work environments involving sexual harassment or inappropriate comments
• Disparate discipline, performance reviews, or work expectations based on sex

Sex-based discrimination may also include issues related to pregnancy or parental leave. Employees may be denied accommodations or penalized for taking approved time off. Federal employees have the right to work in environments that are free from gender-based bias. They can file EEO complaints to address these violations.

Race and National Origin Discrimination

Discrimination based on a person's race or ethnicity can affect federal employees in multiple departments and agencies. This type of conduct may involve:

• Racial slurs, offensive jokes, or other racially charged language in the workplace
• Denial of advancement opportunities due to a person's race, ethnicity, or cultural background
• Disparate treatment in disciplinary actions or evaluations
• Targeted harassment or exclusion from meetings and decision-making

National origin discrimination may also involve unfair treatment based on an employee's accent, birthplace, or citizenship status. Agencies are required to take appropriate steps to address and remedy these issues when they are brought to an agency's attention.

Religious Discrimination in Federal Agencies

Federal law prohibits discrimination based on religious beliefs, observances, or practices. Religious discrimination in the federal workplace may involve:

• Failure to accommodate religious dress, prayer schedules, or holidays
• Hostile comments or treatment related to religious practices or attire
• Pressure to participate in or refrain from religious activities
• Adverse employment actions following the expression of religious beliefs

Federal agencies are obligated to provide reasonable accommodations for people with sincerely held religious beliefs, unless doing so would pose an undue hardship. When an agency fails to do so, or when religious hostility exists in the workplace, legal action may be appropriate.

Age Discrimination Affecting Federal Workers

Federal employees aged 40 and older have rights that protect them against unfair treatment based on age. This may include:

• Favoring younger employees in promotions, training, or new assignments
• Pressuring older employees to retire or reduce their responsibilities
• Assigning performance ratings that reflect bias rather than actual work quality
• Making age-related comments that foster a discriminatory workplace culture

Federal employees may experience both subtle and overt bias based on age. A pattern of decisions that disadvantage older workers may support a discrimination claim, particularly when less experienced younger workers receive preferential treatment.

Addressing Discrimination Through the Federal EEO Process

Federal employees who believe they have experienced unlawful discrimination must follow a specific EEO complaint process. The steps include:

1. Contacting an EEO Counselor: The employee must contact an EEO counselor at their agency within 45 days of the discriminatory act. This begins the informal complaint phase, which may include counseling or alternative dispute resolution efforts.
2. Filing a Formal Complaint: If informal resolution is unsuccessful, the employee can file a formal complaint with the agency's EEO office. The agency will then conduct an internal investigation.
3. Requesting an EEOC Hearing or Final Agency Decision: After the investigation, the employee may request a hearing before an EEOC administrative judge or receive a final agency decision. Hearings provide an opportunity to present evidence, call witnesses, and challenge the agency's conclusions.
4. Appealing the Decision: If the decision is unfavorable, the employee can appeal to the EEOC's Office of Federal Operations or file a civil lawsuit in federal court.

Strict deadlines apply throughout this process. Our attorney can provide legal representation to ensure that claims are filed correctly, and we can pursue appeals when necessary.

Remedies Available in Federal Employment Discrimination Cases

When a federal employee succeeds in proving discrimination, available remedies may include:

• Back pay and lost benefits
• Compensatory damages for emotional harm
• Reinstatement to a prior position
• Promotion or reassignment
• Modification of agency policies or practices
• Attorneys' fees and costs

In some cases, agencies may enter into settlement agreements to resolve claims, and they may make commitments to future training or procedural changes. Our lawyer can help to negotiate settlements that will address both immediate concerns and systemic problems.

Contact Our Washington, D.C. Federal Employment Discrimination Attorney

Federal employees who have experienced discrimination based on sex, race, national origin, religion, or age will need to understand their legal rights and options. Taking action is not only a step toward justice, but it can also help ensure that the necessary changes are made to agency practices to prevent future discrimination. Contact our Washington, D.C. federal employment discrimination lawyer at 202-204-2226 to discuss your situation in a free consultation, explore your options, and begin working toward a resolution that will protect your rights and your career.