Atlanta FAA Retaliation Lawyer

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Atlanta’s Hartsfield Jackson International Airport is the busiest airport in the world. As a result, Federal Aviation Administration (FAA) air traffic controllers at the Hartsfield Jackson Tower and the Hampton, Georgia air traffic control facility have to supervise a high volume of air traffic on any given shift. Although air traffic control at these two facilities is highly stressful, FAA air traffic controllers are drawn here from all around the country. Why? Because the FAA highly compensates them – deservedly so, considering that FAA air traffic controllers at these two facilities keep tens of thousands of us safe every day as we travel through the air.

Unfortunately, agency management at the Hartsfield Jackson Tower and the Hampton, Georgia air traffic control facility is notorious for mistreating their employees. The FAA attorneys at Allen & Scofield Injury Lawyers, LLC have successfully represented many air traffic controllers that have been discriminated and retaliated against by their supervisors due to their age, race, disability, gender, and for engaging in prior protected Equal Employment Opportunity (EEO) activity.

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

Allen & Scofield Injury Lawyers, LLC Can Help

Federal employees, including air traffic controllers, have special rights. If, as a federal employee, former employee, or applicant for employment, you believe that you faced discriminated based on: 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 within 45 calendar days of the date of the incident caused you to file a complaint. 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 an FAA discrimination and retaliation lawyer first. Your attorney 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.

If the administrative judge rules in your favor, you may be able to recover:

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 – These 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 discrimination. Past pecuniary damages include such things as job-hunting expenses, moving fees, medical bills, and other quantifiable out-of-pocket expenses.
  • Future pecuniary damages – These are losses that are likely to occur after the resolution of the complaint as a result of discrimination. Future pecuniary damages include things such 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 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.

In addition to the above damages, attorneys’ fees and costs can also usually be recovered.

Call Allen & Scofield Injury Lawyers, LLC today at (404) 419-6674, or reach out through our online contact form to schedule a free consultation of your case.

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