Workplace discrimination, harassment, and unfair treatment are pressing issues that profoundly impact federal employees, undermining their well-being and career prospects. A federal employee discrimination attorney can champion the rights of these employees to ensure they have a just and conducive workplace.
The Law Office of Justin Schnitzer, a federal employment law firm based in Maryland, is committed to upholding the rights of those serving the nation. We offer unparalleled legal expertise to navigate federal employment discrimination’s complex terrain.
Contact us today at (202) 964-4878 and let our team at The Law Offices of Justin Schnitzer help you navigate this complex and important legal process.
How Can a Federal Employee Discrimination Attorney Help You?
If you’re a federal employee who believes you’ve been a victim of workplace injustice, a federal employment attorney can help. They can offer guidance and support, customized legal strategy, and expertise in federal employment law.
1. Expertise in Federal Employment Law
Federal employment law is a highly specialized field, different from general employment law. A federal discrimination attorney understands the technicalities of regulations, statutes, and case law about federal employees.
In addition, a federal discrimination attorney knows the nuances of federal discrimination laws and how they apply to your situation. The Law Office of Justin Schnitzer can help, whether it’s related to age, race, gender, or any other form of discrimination. Contact us today or call 202-964-4878 to schedule your free, confidential consultation.
2. Providing Guidance and Support
Federal discrimination cases can be emotionally draining and legally convoluted. A federal employment lawyer provides guidance and emotional support during these trying times.
They can help you understand the federal discrimination laws that apply to your case, ensuring you are well-informed and equipped to make the right decisions.
In addition, they offer support throughout the investigation, negotiation, and litigation phases, ensuring you are never alone in your pursuit of justice.
3. Crafting a Customized Legal Strategy for Your Case
There is no one-size-fits-all in legal representation. A federal employment attorney understands this and tailors their legal strategy to meet the unique demands of your case.
Whether pursuing a settlement, guiding you through administrative proceedings, or representing you in court, a federal discrimination attorney crafts a strategy that maximizes your chances of a favorable outcome.
Core Responsibilities of a Federal Discrimination Attorney
A federal discrimination attorney performs several key roles to support their clients:
- Legal counseling – They help clients understand their rights, potential legal remedies, and the steps to take in pursuing a discrimination claim.
- Investigating claims – Attorneys in this field conduct thorough investigations into their clients’ discrimination claims, gathering evidence, interviewing witnesses, and assessing the merits of the case.
- Filing complaints – These attorneys assist clients in filing discrimination complaints with the appropriate federal agencies, such as the Equal Employment Opportunity Commission (EEOC) for federal workplace discrimination cases.
- Negotiation and mediation – Federal discrimination attorneys may reach a settlement on behalf of their clients to resolve discrimination cases without going to court.
- Litigation– If the parties involved can’t resolve the case through negotiation or mediation, these attorneys can represent their clients in federal court.
- Guiding accommodation and retaliation – These attorneys can advise clients on reasonable accommodations for disabilities and protection against retaliation for reporting discrimination or participating in discrimination investigations.
A federal employment attorney ensures employees’ rights are protected and advocates for justice when discrimination occurs in the federal workplace.
When To Hire a Federal Discrimination Attorney
A federal discrimination attorney is a legal professional who handles workplace discrimination cases involving federal employment laws and regulations.
Their primary role is to advocate for employees who have experienced discrimination, such as race, gender, age, disability, religion, or national origin-based discrimination in federal government agencies or federally regulated industries.
You may benefit from a discrimination attorney in the following situations:
- You are uncertain about how to proceed with your application or if you need assistance ensuring it’s thorough and supported by adequate documentation.
- When the requirement for extensive medical records seems daunting or you are unclear about the necessary documentation, a lawyer can provide clarity.
- If your initial application is denied, it does not mean you have no more options. A lawyer can assess the reasons for denial and assist you in the appeals process, offering strategies to potentially overturn the decision and achieve a favorable outcome for you.
We Serve Federal Employees Nationwide
If you are a federal employee and your rights are being violated, we want to help you.
or, give us a ring at (202) 964-4878.
Understanding Federal Discrimination Laws
Federal discrimination laws safeguard federal employees’ rights, ensuring equal treatment and protection from discrimination based on various factors. Here are the common federal discrimination laws:
1. Race and Ethnicity Discrimination
Title VII of the Civil Rights Act of 1964 prohibits discrimination based on race, color, national origin, religion, and sex. For federal employees, this means protection from racial and ethnic discrimination in the workplace.
Title VII’s prohibition of race and ethnicity discrimination promotes diversity and inclusivity. This law creates an environment where you can focus on your duties without fear of being mistreated due to your race or ethnicity.
2. Gender Discrimination
Title VII of the Civil Rights Act forbids unequal treatment based on sex, ensuring both male and female federal employees have protection from discrimination.
Gender discrimination protection ensures gender equality and prevents harassment or biased treatment. Federal employees can work in an environment where their abilities and qualifications, not their gender, determine success.
3. Age Discrimination
The Age Discrimination in Employment Act (ADEA) shields people who are 40 years of age or older from age-based discrimination in employment decisions.
ADEA ensures older employees are not unfairly treated or pushed out of their positions due to age-related biases. It supports a diverse and multi-generational workforce, recognizing seasoned employees’ value to federal agencies.
Common Types of Discrimination in Federal Employment
Federal employees, like private-sector employees, can encounter various forms of discrimination. Understanding these common types of discrimination can help you recognize and address workplace injustices. Here are three prevalent forms of discrimination.
1. Sexual Harassment
Sexual harassment involves unwanted sexual advances, comments, or behavior that create a hostile work environment. Federal employees can be subjected to sexual harassment by coworkers, supervisors, or individuals outside the organization who interact with federal workers.
In the workplace, sexual harassment can manifest as inappropriate comments, advances, or requests for sexual favors. It can lead to emotional distress, reduced job satisfaction, and hindered career advancement for those affected.
2. Retaliation
This form of discrimination occurs when an employer takes adverse actions against an employee in response to protected activities. Protected activities may include;
- Filing a discrimination complaint
- Participating in an investigation
- Advocating for one’s rights.
Retaliation in the federal workplace is apparent through actions like demotions, transfers to less desirable positions, or even termination. Retaliation has a chilling effect on employees who hesitate to report discrimination and directly violates federal laws protecting whistleblowers and individuals who assert their rights.
3. Disability Discrimination
Federal employees with disabilities receive protection from The Rehabilitation Act of 1973, which prohibits discrimination based on disability. It includes unfair treatment and the failure to provide reasonable accommodations.
Disability discrimination in the federal workplace can result in unequal access to opportunities, less favorable assignments, or even job loss. Federal employees with disabilities may face discrimination, such as a lack of accessible facilities, denial of requested accommodations, or biased treatment from coworkers or supervisors.
Recognizing Discrimination in the Federal Workplace
Discrimination can be subtle and insidious, making it vital that federal employees recognize and address it promptly.
Here’s how you can identify and report discrimination, the significance of documentation and witnesses, and the vital role of an attorney in building a robust case:
1. Identifying Discrimination
As a federal employee, you should know about federal discrimination laws and regulations that protect your rights. This knowledge can help you recognize when you are unfairly treated based on race, gender, age, or other protected characteristics.
Be attentive to patterns of differential treatment, unwarranted negative evaluations, exclusion from opportunities, or derogatory comments. Also, trust your gut if something doesn’t feel right. Many victims of discrimination can sense when they are being maltreated, even if the evidence is not immediately apparent.
2. Reporting Discrimination
Most federal agencies have processes for reporting discrimination or harassment. Employees should follow these procedures, reporting incidents to HR or the designated authority within their agency.
If internal channels don’t give the expected results, you can file complaints with external agencies like the Equal Employment Opportunity Commission (EEOC). Federal employees have legal rights and protections when they report discrimination.
3. Maintain a Record: Documentation and Witnesses
Maintain a record of incidents to have unrefutable proof of your claim. It includes emails, memos, meeting notes, or any written evidence of discriminatory actions. Detailed records can support your case and provide clarity in dispute resolution.
If there are witnesses–colleagues who have observed discrimination or harassment, you can use them to collaborate on your claim. Their testimony can provide credibility to your case.
A Real Story of Overcoming Discrimination in the Federal Workplace
Here’s How We Helped Secure a Favorable Outcome
Introduction
A law enforcement agent of Middle Eastern descent, stationed in a Southeast office in the United States, encountered severe workplace harassment. His coworkers made discriminatory remarks, accusing him of being a dead terrorist and making intimidating comments at the practice firing range, including “Do you have a bomb on you?” and “Don’t use the gun on us.” He also faced allegations of lack of candor and failure to show up from work. The same supervisors who made the discriminatory remarks were in the process of firing him from federal employment for lack of candor and attendance issues.
The Unique Yet Typical Case
While this agent’s experiences were deeply personal, they underscore a broader, unsettling reality many individuals from minority backgrounds face in the workplace. This case stands out for its setting within law enforcement—a profession pledged to fairness and protection—yet, tragically, mirrors the type of discrimination and prejudice prevalent in various professional environments. It highlights the paradox of an individual dedicated to serving society while being underserved and marginalized by his own colleagues.
The Situation
Faced with this challenging environment and possible loss of his job, the agent took a decisive step to protect his job and to improve his working conditions. As a federal employee, the agent knew of his EEOC and MSPB rights. He reached out to our law firm, seeking legal expertise to protect his job and to combat the constant harassment and discrimination he was enduring.
The Resolution
The case was before two judicial bodies. One was filed in the EEOC to combat the harassment and again in the MSPB court of appeals on a subsequent disciplinary action issue. After proving religious discrimination, Justin was able to resolve the EEOC case with a settlement in favor of the employee for over $198,000. After deposing seven current and former supervisors, the MSPB case against him was reversed, when Justin showed that the agency took improper considerations in deciding the removal action.
Outcome
Our advocacy culminated in a significant monetary settlement that acknowledged the severity of the harassment. Beyond this, we successfully negotiated the agent’s transfer to a new office. Here, he found a culture of respect and inclusion, where his contributions were valued, and his identity was seen as an asset, not a liability. This marked a new chapter in his career, defined by support and understanding.
What to Look For in a Federal Discrimination Attorney
Selecting the right federal discrimination attorney is crucial in securing justice and protecting your rights in the federal workplace. Here are some valuable tips to help you choose the most suitable attorney for your case:
- Legal specialization – Ensure the attorney specializes in federal employment law, as this specialization is essential for a deep understanding of your case. Also, look for an attorney with a proven track record in handling federal discrimination cases.
- Experience – Consider the attorney’s years of experience in the field. In addition, if your case is likely to proceed to litigation, inquire about the attorney’s experience in the courtroom. Litigation can be complex, so an attorney with experience in federal court can be a significant advantage.
- Communication and rapport – Your attorney should be able to explain complex legal concepts in a way you can understand. You also need to feel comfortable discussing sensitive details and concerns about your case. Trust is vital, as you’ll rely on their guidance and expertise.
Don’t hesitate to ask for references or look for online reviews from previous clients. Positive feedback from others who have worked with the attorney can offer insights into their communication style and effectiveness.
What are my Advantages to Hiring a Federal Discrimination Attorney Nationwide vs. Near Me?
Nationwide attorneys bring a wealth of experience from handling cases across multiple jurisdictions and typically have extensive resources at their disposal, which can be advantageous for complex cases or those involving large, interstate entities. The most important factor is choosing one with a strong track record of success in federal discrimination claims. This increases your chances of successfully securing the benefits you deserve.
Looking for a Federal Discrimination Attorney? Book a Free Consultation
The Law Office of Justin Schnitzer extends its services to federal employees nationwide. Regardless of where you are in the United States, our commitment to protecting your rights in the federal workplace is steadfast.
Our federal employment lawyers are dedicated to providing personalized, high-quality legal representation to federal employees nationwide. Contact us today or call 202-964-4878 to schedule your free consultation and learn more about how we can help you file your discrimination claims.