Discrimination claims for federal employees follow a different legal process than private-sector cases and move on much shorter deadlines. Federal agencies must comply with equal employment laws enforced through internal EEO offices under EEOC oversight. If you work for a federal agency and have faced discrimination based on a protected characteristic, your rights are defined by federal statutes and the federal EEO system. At Solomon Law Firm, we represent federal employees in discrimination matters involving EEO complaints, administrative hearings, and federal court litigation. Early legal involvement can help preserve your claim, protect your position, and reduce the risk of procedural mistakes that limit your options.
Why Federal Employees Choose Solomon Law Firm
Federal discrimination claims require precision, awareness of timing, and familiarity with agency-specific procedures. Our practice focuses on representing employees within the federal workforce.
- Experience handling EEO matters involving federal agencies
- Clear guidance on deadlines, filing steps, and strategic options
- Representation through counseling, investigation, hearings, and litigation
- Practical advice grounded in how agencies respond to discrimination claims
- Direct attorney involvement at every stage of the case
We understand how agencies defend these claims and how to position them for resolution or litigation.
What Counts as Discrimination in Federal Employment
Federal law prohibits adverse employment actions based on protected characteristics. Discrimination can affect hiring, promotions, discipline, pay, job assignments, evaluations, or termination.
Protected categories for federal employees include:
- Race or color
- Sex, including pregnancy and sexual harassment
- Religion
- National origin
- Age, for employees 40 and older
- Disability
- Genetic information
- Equal pay violations for substantially equal work
Discrimination may involve a single employment decision or a pattern of conduct over time. Retaliation for reporting discrimination or participating in an EEO process is also prohibited.
How the Federal EEO Process Works
Federal employees do not file discrimination claims the same way private employees do. Claims move through the agency’s EEO process under the oversight of the Equal Employment Opportunity Commission.
The process typically includes:
- EEO counseling with the agency
- Formal EEO complaint filed with the agency
- Agency investigation
- EEOC hearing or final agency decision
- Appeal or federal court filing, if necessary
Each step has deadlines that must be met to preserve your claim. Missing one can end the case, even if discrimination occurred.
Speaking with an attorney before or during EEO counseling can help preserve claims and avoid procedural errors.
The 45-Day Deadline Federal Employees Cannot Miss
Federal employees must contact an agency EEO counselor within 45 days of the discriminatory act or, in personnel actions, within 45 days of the effective date. This deadline is significantly shorter than the timelines that apply to private-sector workers.
Limited extensions may apply if:
- You were not informed of the deadline
- You could not reasonably have known the conduct was discriminatory
- Circumstances outside your control prevented timely contact
Agencies often challenge timeliness, so documenting events and acting quickly matters.
What Remedies Are Available in Federal Discrimination Cases
The relief available depends on the claims asserted and the evidence developed. Remedies may include:
- Back pay and lost benefits
- Front pay when reinstatement is not appropriate
- Reinstatement or other equitable relief
- Compensatory damages for emotional harm under certain statutes
- Attorneys’ fees, costs, and interest
Punitive damages are generally not available against federal agencies, but meaningful financial and job-related relief may still be pursued.
Why Federal Discrimination Claims Require a Focused Legal Strategy
Federal agencies are represented by counsel trained to defend EEO claims aggressively. Internal investigations often favor agency positions, and procedural missteps can limit your leverage.
We help federal employees:
- Evaluate whether conduct meets the legal standard for discrimination
- Prepare EEO complaints that align with evidentiary requirements
- Respond to agency investigations and position the record
- Decide when hearings or court filings make sense
Our role is to protect your rights while helping you make informed decisions at each stage.
Talk With a Federal Discrimination Attorney
If you believe a federal agency discriminated against you, waiting can cost you the ability to pursue your claim. We will review your situation, explain the EEO process, and help you decide the next step. Contact Solomon Law Firm to discuss your federal discrimination matter and protect your rights.
Federal Employee Discrimination FAQ
Do federal employees file EEOC charges like private employees?
No. Federal employees must go through the agency EEO process before pursuing litigation.
Can I file a discrimination claim while still employed by the agency?
Yes. Many EEO complaints are filed by current employees.
Does retaliation count as discrimination?
Retaliation for reporting discrimination or participating in EEO activity is prohibited and may form its own claim.
Can I go directly to federal court?
Only after completing the required administrative steps or when permitted by statute.