Atlanta Federal Employee Discrimination Lawyer

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    Workplace discrimination is particularly harmful to federal government employees. Unlike their private sector counterparts that can escape from their hostile work environment by going to work for a business competitor, federal employees are often “stuck” working at a particular government branch or facility. Those that do try to leave the federal sector for the private sector often find that the transition is very difficult because their skill sets are often not transferrable.

    Many federal employees, unfortunately, feel that they just have to “grin and bear” a discriminatory work environment until they’re eligible for retirement. That sentiment is understandable. But, it’s also wrong.

    If you are a federal government employee that is suffering from a hostile work environment, you should contact an Atlanta federal employee discrimination lawyer. The veteran employment lawyers at Allen & Scofield Injury Lawyers, LLC have successfully represented federal employees in discrimination and retaliation lawsuits for many years. We will listen to your story, help ease your suffering, and then work with you to achieve justice.

    Call us today at (404) 419-6674, or reach out through our online contact form to schedule a free, initial evaluation of your case.

    Federal Employee Discrimination Complaints Have a Very Short Filing Deadline

    If you’re a federal employee, former employee, or applicant for employment and you believe that you have been discriminated against on one or more of the following bases: race, color, religion, sex, national origin, age, physical or mental disability and/or reprisal (for prior EEO activity), you must contact and discuss the matter with an EEO counselor. You must contact an EEO counselor within 45 calendar days of the date of the incident that gave rise to your complaint or, if it is a personnel action, within 45 calendar days of its effective date to preserve your claim within your agency.

    If you’re considering contacting an EEO counselor, you should consult with a federal employee discrimination and retaliation lawyer first. Your lawyer can help identify your strongest claims and make sure that you plead those properly so that the counselor can investigate them. The EEO counselor will investigate your complaints and subsequently prepare a Report of Investigation (ROI). Once the ROI is complete, you have the option to request a hearing before an EEO administrative judge. At the hearing, you have the opportunity to present evidence to prove your case in the form of documentary and testimonial evidence.

    Allen & Scofield Injury Lawyers, LLC Can Help

    Many employment attorneys do not represent federal employees because federal employee discrimination cases are often more challenging to win than private sector discrimination cases. At Allen & Scofield Injury Lawyers, LLC, we’re not afraid to litigate a difficult case. We also enjoy working with clients that are motivated by principle.

    We can help you recover the following damages:

    • Lost back pay: back pay covers any wages, salary, or benefits that you lost as a result of your employer’s unlawful treatment.
    • Lost front pay: In some cases, your employer’s harmful acts will inhibit your ability to compete for comparable positions in the future. Front pay can help cover your wages, salary or benefits while you try to secure new employment.
    • Compensatory damages: are available to complainants that prevail on claims of intentional discrimination under Title VII or the Rehabilitation Act. 42 U.S.C. § 1981a(b). A cap of $300,000.00 applies to compensatory damage awards. There are three types of compensatory damages:
    • Past pecuniary damages. These are out-of-pocket expenses that the complainant has incurred as a result of the discrimination. Past pecuniary damages include such things as job-hunting expenses, moving expenses, medical expenses, and other quantifiable out-of-pocket expenses.
    • Future pecuniary damages. These are losses that are likely to occur after resolution of the complaint as a result of the discrimination. Future pecuniary damages include such things as future medical expenses and compensation for loss of earning potential.
    • Non-pecuniary damages. These are compensation for losses that cannot be precisely quantified that occur as a result of the discrimination. Non-pecuniary damages include such things as pain, suffering, inconvenience, mental anguish, loss of enjoyment of life, and loss of reputation. Non-pecuniary damages are not intended to punish the employer for engaging in discrimination—even though the Civil Rights Act of 1991 has a punitive damages provision, it does not apply to federal agencies.
    • Attorneys’ fees and costs can also usually be recovered.

    Call us today at (404) 419-6674, or reach out through our online contact form to schedule a free, initial evaluation of your case.

    "Charles is an excellent trial attorney who possesses a unique talent to hone in on the significant issues and turn the Defendant’s strengths against them. Charles is as honest as the day is long and works tirelessly to ensure that his clients receive all that is possible. While no lawyer is perfect, Charles strives to be as good a lawyer as there is on this planet, and he succeeds!"
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