This is an article regarding the Equal Employment Opportunity (EEO) mediation process for both federal and private sector (and some state/local) employees. Our law firm represents these types of employees in discrimination, retaliation and sexual harassment cases before the Equal Employment Opportunity Commission (EEOC) and/or individual federal agency EEO offices. Many private and public sector discrimination or sexual harassment cases that are filed through the EEO process proceed to mediation, but each has slightly different processes and procedures depending on whether your employer is federal sector or private sector.
This article discusses the EEOC mediation process and the potential benefits associated with engaging in that process for both parties involved.
We have represented a number of congressional employees over the years and believe that it is well past time to reform the Congressional Accountability Act (CAA). This is the law that governs the complaint procedure against Members of Congress and congressional employers in cases involving sexual harassment, discrimination, retaliation and other related labor and employment matters.
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.