Race, color, and national origin discrimination in federal employment occurs when workplace decisions or treatment shift because of who you are, how you look, or the community you come from. Federal law bars agencies from allowing bias to influence hiring, assignments, promotions, evaluations, or daily interactions. When you face unfair treatment based on race, color, or national origin, it affects your career, financial stability, and well-being. Our goal is to help you understand where discrimination may be occurring, what protections apply in federal service, and how to move forward with a claim grounded in strong evidence.
At Solomon Law Firm, PLLC, we represent federal employees nationwide. We will help you understand your rights, evaluate your options, and take action when an agency violates the law.
Why Choose Solomon Law Firm?
Federal discrimination cases involve strict deadlines, technical procedures, and unique agency rules. We assist federal employees at every stage by offering:
- Clear guidance on the federal EEO process, including pre-complaint counseling and formal filings
- A detailed review of emails, performance records, and other documentation to strengthen your claim
- Strategic support during investigations, hearings, and settlement discussions
- Representation before the EEOC, MSPB, when applicable, and in federal court
- A steady, informed approach grounded in federal employment law
What Counts as Race, Color, or National Origin Discrimination in Federal Employment?
Federal employees are protected under Title VII of the Civil Rights Act. Discrimination occurs when an agency treats you differently because of race, ethnicity, skin color, ancestry, cultural background, or accent. It can appear in direct and indirect ways, including:
- Unequal standards, such as being judged more harshly than peers or denied assignments that influence advancement
- Promotion interference, when decision-makers rely on stereotypes or consistently pass over qualified candidates
- Pay disparities that cannot be explained by experience or performance
- Hostile conduct such as derogatory remarks, exclusion, or comments tied to your identity
- Comments, evaluations, or assumptions tied to your accent or language use when those traits do not interfere with job performance
- Retaliation after reporting discrimination or supporting a colleague’s complaint
Discrimination often appears through patterns over time rather than a single incident. Many federal workers question whether the conduct they are experiencing is legally significant. We will help you assess patterns, timelines, and documentation so you understand how the law applies to your situation.
How the Federal EEO Process Works
Federal employees follow a specialized procedure that differs from private sector discrimination claims. Following the correct steps is important because missing a deadline can restrict your ability to move forward.
Step 1: Contact an EEO Counselor Within 45 Days
You must contact an EEO counselor at your agency within 45 days of the discriminatory event. During this stage, the counselor will attempt to reach an informal resolution and explain your rights.
Step 2: File a Formal Complaint
If the matter does not resolve, you may file a formal complaint with the agency. The agency will conduct an investigation and issue a Report of Investigation.
Step 3: Choose a Hearing or Final Agency Decision
After the investigation, you may request a hearing before an EEOC administrative judge or allow the agency to issue a Final Agency Decision.
Step 4: Appeals and Federal Court
If you disagree with the outcome, you may appeal to the EEOC’s Office of Federal Operations or file a lawsuit in federal court. We guide federal employees through each of these steps and ensure filings are submitted properly.
Mixed Cases Involving MSPB Jurisdiction
For employees facing removal, suspension for more than 14 days, or other appealable actions, the case may qualify as a mixed case that proceeds through the MSPB rather than the EEOC.
How We Support Federal Employees Throughout the Claims Process
We assist federal employees from the moment discrimination is suspected through the final resolution of a case. Our approach includes:
Thorough Evaluation of Your Claim
We examine timelines, communications, performance reviews, and witness statements to identify patterns of discriminatory treatment.
Preparation for Agency Investigations
We help you respond to inquiries, gather documents, and prepare for interviews so the investigative record reflects the full scope of the conduct.
Advocacy During Hearings
If your case proceeds to an EEOC hearing, we prepare evidence, question witnesses, and present arguments that support your claim.
Strategic Settlement Discussions
Many federal cases resolve through negotiated outcomes that address compensation, career impact, and workplace changes. We pursue terms that support your long-term interests.
Protection in Retaliation Cases
Retaliation is common when employees report discrimination. We respond quickly to new adverse actions and ensure your rights remain protected throughout the case.
When You Should Contact an Attorney
Federal employees often reach out when they notice repeated unfair treatment, stalled opportunities, or an unexplained shift in performance evaluations. You may also need representation if:
- You are assigned duties inconsistent with your position, while others with similar roles are treated differently
- You have reported discrimination and believe retaliation has occurred
- You are preparing for mediation, an EEOC hearing, or an OFO appeal
- You are considering moving your claim to federal court
We will help you determine the strongest path forward.
Contact Solomon Law Firm
Race, color, and national origin discrimination have no place in federal service. If your career, opportunities, or reputation have been affected by unlawful treatment, we will help you pursue accountability and fair resolution. Contact Solomon Law Firm, PLLC today to schedule a confidential consultation and learn how we can support your next steps.
Frequently Asked Questions
Do I need to prove intentional bias to succeed in a federal discrimination case?
Not always. Discrimination can involve policies or decisions that disproportionately affect employees of certain backgrounds, even without explicit statements of bias.
Can I file a complaint if I still work for the agency?
Yes. Most federal discrimination complaints are filed while employees remain in their positions, and the law protects you from retaliation.
What documentation is most helpful for my case?
Performance evaluations, emails, notes about incidents, witness information, and records of reporting concerns often strengthen federal claims.