Washington, D.C. Disability Discrimination Attorney for Federal Employees

Lawyer Addressing EEOC Complaints and Reasonable Accommodations for Disabled Employees in Washington, D.C.

Disability discrimination in the federal workplace is not always overt, but its consequences can be deeply damaging to a person's career, dignity, and well-being. In Washington, D.C., where the federal government is the region's largest employer, federal workers with disabilities may face challenges as they take steps to assert their rights under the law.

Whether discrimination takes the form of inappropriate workplace treatment, denial of reasonable accommodations, or retaliation following a complaint, the impact can be isolating and discouraging for an employee. When addressing issues related to federal employment protections and agency-specific procedures, legal help from an experienced attorney can be crucial.

At Federal Employee Legal Services Center, our attorney can help federal employees understand their rights and the steps they can take to address discrimination that has affected their careers. We can assist in preparing compelling documentation, negotiating accommodations, and filing complaints with the Equal Employment Opportunity Commission (EEOC). With our understanding of federal employment procedures and our commitment to advocating for the rights of employees, we can work to resolve these issues effectively.

Support for Federal Employees Facing Disability Discrimination

When addressing concerns related to discrimination, disabled employees may encounter a variety of unique rules and procedural requirements. Our lawyer can provide effective legal help during every stage of the process, from initiating informal counseling with the agency's Equal Employment Opportunity (EEO) office to representing the employee in formal EEOC proceedings or appeals. We can provide guidance on alternative remedies that may be available, such as internal grievances or negotiated settlements.

During the EEO complaint process, our attorney knows how to articulate claims, anticipate defenses, and gather the necessary documentation and witness testimony. We can ensure that key deadlines will be met and that our client's legal arguments are in line with the applicable laws and regulations. When pursuing a reasonable accommodation or responding to retaliatory actions, an employee can benefit from working with a legal advocate who understands the law and the structure of the federal workplace.

Common Forms of Disability Discrimination in Federal Workplaces

Disability discrimination can manifest in subtle or overt ways. While federal laws prohibit this type of conduct, employees may encounter a range of discriminatory behaviors, including:

• Failure to Provide Reasonable Accommodations: One of the most common forms of discrimination occurs when an agency refuses to make necessary workplace adjustments for an employee with a qualifying disability.
• Disparate Treatment: An employee with a disability may be subjected to different standards or treated less favorably than coworkers in similar roles, including in performance evaluations, disciplinary actions, or promotion decisions.
• Harassment Based on Disability: Derogatory comments, mocking behavior, or exclusion from meetings and opportunities due to a disability may constitute harassment that can contribute to a hostile work environment.
• Retaliation: Employees who request accommodations or file discrimination complaints may face retaliation in the form of reassignments, negative performance reviews, denial of promotions, or termination.
• Failure to Engage in the Interactive Process: When an employee requests an accommodation, an agency is required to engage in a dialogue known as the interactive process to determine a reasonable solution. Ignoring or delaying this process can be a form of discrimination.

Federal Employees' Rights to Reasonable Accommodations

Employees with disabilities have the right to request reasonable accommodations that will ensure that they can perform the essential functions of their jobs. Accommodations can take many forms, including:

• Modified work schedules
• Remote work arrangements
• Reassignment to a vacant position
• Physical modifications to the workplace
• Assistive technology
• Leave for medical treatment or recovery

Federal agencies are legally obligated to provide accommodations unless doing so would cause undue hardship, which is typically defined by the cost, resources, and operational impact of the request. Importantly, the law does not require an agency to provide the exact accommodation requested by the employee, but it must provide an effective one.

If an agency denies a reasonable accommodation request, it must provide a written explanation. An employee who believes that a denial is unjustified can challenge the decision through the EEO process, or they may pursue alternative avenues such as union grievances or appeals.

Steps to Address Disability Discrimination in a Federal Agency

A federal employee who believes that they have been subjected to disability discrimination must follow a specific process to preserve their rights. The initial step is to contact an EEO counselor within the agency, typically within 45 days of the discriminatory act. This informal counseling phase is intended to explore resolutions without the need for formal litigation.

If the matter is not resolved, the employee may file a formal complaint with the agency's EEO office. After the agency investigates the complaint, the employee may request a hearing before an EEOC administrative judge or proceed to a final agency decision. Additional steps may include:

• Appeal to the EEOC Office of Federal Operations (OFO): If the agency issues an unfavorable final decision, the employee can appeal.
• File a Lawsuit in Federal Court: If dissatisfied with the EEOC's resolution, the employee may file suit in U.S. District Court.
• Request for Reconsideration: In certain cases, the employee may seek reconsideration of an OFO decision.

Throughout this process, our attorney can assist with drafting and submitting a persuasive complaint, preparing for mediation or hearings, responding to agency motions, collecting and organizing documentary evidence, and representing the employee during EEOC hearings or appeals. This support can increase the likelihood of a favorable resolution, whether through settlement, reinstatement, or monetary relief.

Remedies Available to Federal Employees

If a claim of disability discrimination is substantiated, several remedies may be available. These can include:

• Reinstatement to a prior position
• Compensatory damages for emotional distress
• Back pay and restoration of benefits
• Modification of personnel records
• Implementation of reasonable accommodations

Our lawyer can help determine which remedies may be appropriate and work to secure them through negotiation or adjudication.

Contact Our Washington, D.C. Federal Employee Disability Discrimination Lawyer

For federal employees who are facing disability discrimination or the denial of reasonable accommodations, legal representation from an experienced lawyer can help ensure that their rights will be protected. At Federal Employee Legal Services Center, we can assist with EEO complaints and advocate on behalf of a disabled employee who has experienced discrimination. Reach out to our Washington, D.C. disability discrimination attorney at 202-204-2226 to schedule a free consultation and begin taking steps to resolve these issues.