Protecting Federal Employees Nationwide
If you are a federal employee who suffered the consequences of racial, religious, disability, sexual orientation or other type of discrimination, we are here to help you seek justice.
Pines Federal represents federal employees working for any agency who have been subjected to unfair treatment, sexual harassment, retaliation or discriminatory acts. You have rights. Consult an EEOC attorney at Pines Federal today. We are zealous in insisting that you are fairly compensated for the wrongs you have suffered.
EEO laws are complicated. Unlike other areas of law, anti-discrimination law in the United States consists mostly of a patchwork of multiple laws that are constantly evolving. Let’s review these laws and look into how they can protect you as a federal employee. If you want a more in-depth look, consult one of our equal employment opportunity attorneys.
Title VII of the Civil Rights Act of 1964
Title VII was the first major federal anti-discrimination law. Because it was part of the Civil Rights Act of 1964, Title VII focused primarily on stamping out race and color discrimination in the federal workplace. However, Title VII also prohibited harassment and disparate treatment based on religion, sex, and national origin. This applies both to the federal workplace and the private sector.
Civil Rights Act of 1991 (CRA)
While it did not add any protected characteristics, the CRA made it possible for some complaining parties, or plaintiffs, to receive compensatory damages and punitive damages. Compensatory damages are awarded to compensate plaintiffs for things like:
- Future monetary losses,
- Mental anguish and vexation,
- Emotional pain and suffering, and
- Loss of enjoyment of life.
Punitive damages are designed specifically to punish especially egregious discriminators. Punitive and compensatory damages can be recovered in addition to things like lost wages, back pay, attorney fees, and interest. Consult an EEOC lawyer today to learn what kinds of damages may be available to you.
Pregnancy Discrimination Act of 1978 (PDA)
Thanks to Title VII, discrimination based on sex was illegal, meaning that employers could not discriminate against or harass a person merely because of their gender. However, Title VII protections did not originally extend to prohibiting pregnancy discrimination.
Therefore, employers were free to fire or otherwise discriminate against women who became pregnant. In addition, many employers instituted leave policies that forced women to take leave at certain times during their pregnancy. The PDA resolved this loophole by prohibiting all discrimination related to pregnancy, childbirth, or a related condition.
Americans with Disabilities Act of 1990 (ADA)
The ADA extended anti-discrimination protections to all Americans with disabilities. In addition, the law also protects employees who are merely perceived as having disabilities (even if they do not have disabilities) and anyone associated with disabled individuals.
The ADA further obligates federal agencies and most private employers to provide reasonable accommodation to people with disabilities. However, individuals with disabilities must still be able to perform their position of record, whether with or without reasonable accommodation.
Age Discrimination in Employment Act of 1967
The Age Discrimination Act of 1967 protects any job applicants and employees who are 40 years of age and older from discrimination in the workplace. Age discrimination against individuals who are younger than 40 is still permissible. Consult an EEOC if you think you’ve been the target of age discrimination.
Making Justice a Reality
Equal Employment Opportunity (EEO) laws were created to help you obtain fair compensation and stop the wrongdoing. If you have a strong case you may recover damages and be paid back for any attorney fees you had to pay.
In the unfortunate reality, having EEO laws in place and actually be treated fairly do not often coincide. Additionally, navigating your Agency’s Civil Rights/EEO or ORM office can be, and usually is, a nightmare.
After all, the employees that you are presenting your complaint to work for the same agency and can often be encouraged to discourage employees from filing complaints. Having an experienced EEOC attorney for federal employees on your side is vital to getting a fair opportunity to have your rights protected.
Our firm of EEOC attorneys has represented employees in all types of EEO cases, including the following:
- Sexual Harassment and Gender Discrimination: A supervisor or colleague says disparaging things about your gender, makes unwanted sexual advances, or engages in inappropriate text messages, phone calls or touching.
- Retaliation (Reprisal) for Asserting EEO Rights: After complaining about or alleging a violation of your Equal Employment Opportunity rights or filing an EEO case, your agency retaliates to discourage future complaints.
- Disability discrimination: Your federal employer does not reasonably accommodate your disability, forcing you to work in an uncomfortable position, or allows coworkers to subject you to harassment.
- Racial discrimination: A supervisor uses inappropriate language in an email or fails to promote you because of your racial background, nationality or skin color.
- Religious discrimination: A director eliminates your position at the federal agency after learning the nature of your faith or purposely fails to accommodate your religious needs.
Advocating Aggressively for Your Rights
Diverse, powerful federal employment laws protect employees like you from EEO violations. However, fighting back against intimidating supervisors, bureaucratic Human Resource officers, and confusing agency policies and regulations can challenge even the most determined person. To compel your agency to listen to your concerns and respond appropriately, let a federal EEOC lawyer at Pines Federal fight for you. We help workers like you obtain results and regain peace of mind and confidence.