Our law firm represents and defends federal employees and supervisors involved as respondents in Equal Employment Opportunity (EEO) complaints. While many lawyers represent only complainants in EEO complaints, we also represent those co-workers and supervisors accused of EEO misconduct in their defense. In cases where a federal employee or supervisor has been named a respondent in an EEO case by another federal employee, it is very important for them to obtain legal advice and counsel throughout the EEO investigation in order to avoid disciplinary action later. An EEO respondent simply means that the individual has been named as part of the EEO violations or misconduct at issue.
This is an article for federal employees, former federal employees or federal employee retirees and the process for filing an Equal Employment Opportunity (EEO) complaint Our firm is often asked about the proper way to initiate an EEO complaint for those in the federal sector. A current, retired or former federal employee or applicant for federal employment who believes he or she has been discriminated against because of his or her race, color, religion, sex, national origin, age or physical or mental disability, genetic information, sexual orientation or in retaliation for past EEO activity (or for opposition to discrimination) may file an EEO complaint against the federal agency involved.
We often hear about “Cat’s Paw” discrimination, but it is little understood by most individuals. This article hopes to clarify that.Cat’s Paw discrimination cases come up often in private sector and federal employee cases.In short, “Cat’s Paw,” is used to describe an individual motivated by discrimination who influences innocent decision makers into making a illegal decision.This is referred to as Cat’s Paw discrimination. This can apply to federal and private sector employment cases before the Equal Employment Opportunity Commission (EEOC) or in courts.
Our lawyers handle sexual orientation discrimination cases, representing employees who have been discriminated or faced retaliation as a result of sexual orientation discrimination. Until very recently, the ability to pursue sexual orientation claims under the Civil Rights Act look like fairly settled law. However, there have been recent changes for employees to at least consider when considering the filing of such claims.