Issues regarding pay disparity, performance evaluation, discrimination, harrassment, reasonable accommodation, retaliation, if interested please send me your point of contact information.
I agree with Allen. You've posted your question in the Q&A section where you can have questions answered by a lawyer. If you're looking for a lawyer, you should use Avvo's search for a lawyer section. As a federal employee, you have very short deadlines to initial the EEO process - it's only 45 days. So I recommend that you waste no time in finding an attorney who meets your criteria. Good luck in your search.See question
Both fellow employees as well as supervision would consistently touch my body inappropriately on several occasions even after being asked to stop. I was constantly mocked and verbally assaulted by 2 or more employees daily and actually got int...
Susan is right (as she usually is). You should contact an employment attorney licensed in Virginia. This sounds like it probably amounts to sexual harassment.
When you talk with the lawyer, give them the information on the assault and battery suit and whatever information you have showing that your employer was aware of this conduct.
I recommend you act quickly. Because you no longer work there, you are facing deadlines - as short as 180 days - to file a charge of discrimination against the employer.
Best of luck.
I worked for verizon communications for 12 years and left when they offered a buyout. 3 years later I reapplied and was scheduled for an interview. They called to confirm my interview the day b4 but a few minutes later called back and said the it ...
Your set of facts raise a host of issues and questions that point towards discrimination on the basis of disability, record of disability, perceived disability, pregnancy discrimination, FLMA retaliation. You should consult with a lawyer before the EEOC issues a notice of right to file. Once the EEOC issues a notice, your deadlines to file your discrimination claim in court start running, and you definitely want a lawyer before then.
When you talk with a lawyer, be sure to give them your charge of discrimination, all your communications with the EEOC, the letter from the employer and any other documents you may have that you think are relevant.See question
Hello, I've been employed with the Federal Govt for 25 years and for the past 8 years have been allowed to work from home every day because my position was a virtual position. We were informed a few months ago that due to restructuring and downsi...
I agree that you should seek an accommodation as soon as possible. Your Office of Civil Rights or EEO Office should have a Reasonable Accommodation coordinator to "help", but keep in mind that the coordinator is an agency employee and does not represent you. The agency may require you to fill out a particular form. Your supervisor might not be very cooperative.
One major mistake many people make is believing that they have submitted sufficient medical evidence when, in fact, they have not. Or thinking that their supervisor cannot grant an accommodation when, usually, they can.
The accommodation procedures include an "interactive process" where your agency is entitled to medical documents and information to support your claims. Some employers even try to get you to sign a medical waiver/HIPAA releasing giving them permission to talk directly with your doctors. We recommend against signing this kind of waiver, but you are required to answer appropriate questions about your condition. The upshot is this: you have rights and obligations under the accommodation process. It's important to know what you are -- and are not -- entitled to and what your agency is -- and is not -- entitled to.
If the agency stalls and doesn't rule on your request promptly, you can start the EEO process.
If the agency denies the request, you can start the EEO process. If the agency denies your request, you might have a host of other options that a lawyer can help you figure out.
Our recommendation is to at least consult with a lawyer at this phase -- if only to learn the lay of the legal landscape. This area of the law can be very confusing and counter-intuitive. In other types of cases we often recommend that individuals save money by not hiring a lawyer at this initial phase, but in reasonable accommodation cases, the risks are higher. And because you are a federal employee, it's best to talk with a lawyer who specializes in federal sector employment.
It was a incident that occurred with someone and that person came to the job looking for me. A assistant manager told me to go outside til they find out what's going on. I stayed outside until they told me to come back in. So why would they invest...
I agree with Dayna. There are a lot of unanswered questions. If you are a federal employee, in most cases the federal government cannot just suspend you without pay unless they go through certain procedures or give you certain notices of why. If you are employed by a private employer, the answer may be exactly the opposite because you are probably an at-will employee (meaning that, with a few exceptions, they can fire you at any time for almost any reason). Either way, you may want to consult with a lawyer so you know your rights.See question
I have been employed in the same company for nearly two years and been the victim of sexual harassment from the moment my new manager came aboard. In the past six months, I have repeatedly been cat called and have overheard my male co-workers m...
It's understandable to be afraid of backlash, but under the law, you may have legal obligations in addition to your rights. You should talk with a DC employment lawyer right away so they can advise if you have to inform your employer or if the facts are enough to determine if your employer is already on notice. When you talk with the employment lawyer, be prepared by having a copy of your employer's Employee Handbook and Workplace Anti-Harassment Policy. Also bring the emails that were mistakenly sent to you, as well as any other evidence you think is important.See question
I was wrongfully terminationed. Im suppose to appear in from of a arbitraton judge but my company trying to settle with giving me my job back and 6 weeks back pay when i been out of work for 9 months and currently seeing a therapist and is taking ...
In employment disputes, there are many reasons for each side to informally resolve the case. If the parties resolve the case informally between themselves, they know the exact outcome, instead of relying on a judge or jury who may or may not see things their way. Litigation is very risky and by far, most cases resolve by settlement. If your company is offering a settlement, you should consult with an employment attorney immediately. You want the lawyer to give you this information: what are the strengths and weaknesses of my case? if i were to win, what would be the outcome? if i were to lose, what would be the outcome? and, finally, what are the lawyer's recommendations with regard to the settlement offer. It's important that you understand all your options and the risks and potential outcomes of each so you can make an informed decision. You can start with an initial consultation with a lawyer and, after that, decide if you need/want to hire a lawyer to represent you.See question
I have received a criminal charge but the investigation had many holes. What is indicated in my employer's eeoc response provides a lot of exculpatory information. The problem is that the statute of limitations has passed and it is likely that the...
Probably not. However, you can file a FOIA request with the EEOC to try to obtain a copy of the respondent's position paper. You can also advise the people doing the background/clearance investigation (they may different things done by different offices) about the statement and who made it, in which case they might be able to interview the person who provided the respondent's position paper at EEOC. Also, keep in mind that if you are denied suitability or a clearance, you have appeal rights. If that happens, you should consult with an attorney who specializes in federal government employment and/or security clearances.See question
As a federal employee, I mailed in a formal complaint to my Agency's EEO Office. I briefly listed my bases of discrimination and various claims that suggest a pattern of discrimination. However, in their Partial Acceptance Letter the EEO Office ch...
Hello, EEOC case law says that when an agency ignores a claim, thus failing to deny it, it is a constructive acceptance of the claim. In other words, you can and should consider the claim "accepted" for investigation and include evidence regarding the claim in the affidavit and exhibits that you send to the investigator. If the agency did not properly characterize the claims, it is enough for you to memorialize in emails your efforts to correct the mis-characterizations. After your investigation, you should receive a Report of investigation and a notice of election options to file in federal court or ask for an EEOC judge. If you choose the EEOC judge option, when you get to that phase you will have an opportunity to clarify the issues and bases of the complaint and to correct the agency's mis-characterization. If you do not receive the Report by the 181st calendar day after you filed your complaint, you should request the hearing at EEOC (the agency should have notified you how to request a hearing in the "Rights and Responsibilities" you signed at the beginning of the process). When a judge is assigned s/he will issue an Acknowledgment & Order that gives you deadlines for address concerns about how the claims are characterized. If you are considering hiring an attorney, we typically recommend bringing the ROI to the attorney as soon as you get it so the attorney can evaluate your claims, your possible relief if you win, and whether it's worthwhile to pursue the claims with or without a lawyer. If you dont have an ROI by the 180th day, we recommend contacting a lawyer to discuss how to hold the agency to its regulatory obligations to investigate within 180 days (or more if you amend your complaint).See question
I applied for a job went on 2 interviews. I went through the hiring process for a non-profit(does not matter). I submitted documentation required for pre-hiring that stated I was possibly pregnant.. I contacted the employer multiple times and did...
It's impossible to tell from this little bit of information whether you were or were not a victim of discrimination. I recommend that you get a copy of the letter that the employer supposedly sent you and that you bring the letter and all your documents to an employment lawyer for review. Just that they did not hire anyone for the position is not dispositive on whether the failure to hire you was because of pregnancy discrimination. Best of luck.See question