“Defend Your Service” does not refer only to service in the armed forces. We also proudly defend employees in the federal civil service.

We represent federal employees in Equal Employment Opportunity (EEO) matters involving their federal Agency employers, including litigation claims of employment discrimination, harassment, and retaliation before the Equal Employment Opportunity Commission (EEOC).

What does the federal EEO complaint process look like?

If you are a federal employee or job applicant, the federal EEO laws protect you from discrimination and harassment resulting in a hostile work environment on the basis of a “protected status.”

In the context of the EEOC, these protected statuses are:

  • Race
  • Color
  • Religion
  • Sex (including transgender status, sexual orientation, and pregnancy)
  • National origin
  • Age (40 or older)
  • Disability
  • Genetic information.

These laws also protect you from retaliation (or “reprisal”) due to “protected activity.” Protected activity generally means participating in the EEO process (i.e. making a complaint, contacting an EEO Counselor, testifying in another person’s case, and so on).

For federal employees and job applicants, the process typically looks like this:

  • The employee or applicant (“complainant”) contacts the federal Agency’s EEO Counselor within 45 days of the relevant acts of discrimination, harassment, and/or reprisal. The complainant explains that they believe they have been discriminated against, harassed resulting in a hostile work environment, or retaliated against on the basis of a protected status. This is often called the informal complaint or pre-complaint process.
  • If the parties (the complainant and the Agency) are unable to resolve the dispute in the informal complaint process, the complainant is given a “notice of right to file” letter. This letter explains that the complainant has the right to file a formal EEO complaint within a specific time period (typically 15 calendar days). In the federal sector, the formal complaint is filed with the Agency, not with the EEOC.
  • The Agency decides whether to accept the claim for investigation. If a complainant alleges a proper claim under the EEO laws, Agencies usually accept claims for investigation. Sometimes, claims are partially or conditionally accepted for investigation.
  • If the Agency accepts a claim for investigation, it then appoints an investigator. The investigator is often a contractor, not an Agency employee.
  • The investigation stage must be completed within 180 days, subject to exceptions and extensions.
  • The investigation produces a report of investigation (“ROI”) detailing the basic facts of the case, including documentary evidence and witness statements.
  • Upon conclusion of the investigation (or upon certain deadlines if the investigation is not concluded in a timely manner), the complainant has a right to request either (A) a final agency decision (“FAD”) or (B) a hearing before an Administrative Judge of the EEOC. This election must be made within 30 days of receiving notice of completion of the investigation.

What is the EEOC?

The Equal Employment Opportunity Commission (EEOC) is an independent federal agency. One of its functions is quasi-judicial: adjudicating claims of discrimination, harassment, and retaliation under the federal EEO laws brought by federal employees against their federal Agency employers.

Hearings before the EEOC resemble trial proceedings in state civil courts, but are less formalized. The rules of evidence and procedure are more relaxed. Many hearings and conferences take place over Microsoft Teams or Zoom.

Are the attorneys at Mangan Law experienced with federal EEOC matters?

Yes.

Our federal employment law specialist, Paul “PJ” Judge, has successfully advised on, defended, and prosecuted hundreds of federal employment matters. He previously served with the Department of Commerce as an employment law attorney, advising on matters pertaining to the Census Bureau and National Oceanic and Atmospheric Administration (NOAA).

What kinds of claims does the EEOC have jurisdiction over?

Every case is different, and you should consult with an attorney to determine whether the EEOC has jurisdiction over your claim.

Depending on the circumstances, the EEOC can hear many different types of claims:

  • Some suspensions, removals, and terminations (depending on the circumstances, including whether the challenged action may be appealed to the MSPB)
  • Unlawful modifications of duties
  • Unfair performance ratings
  • Denial of promotions and ladder advancements
  • Racial discrimination
  • Color discrimination
  • Sex discrimination
  • Pregnancy discrimination
  • Sexual orientation discrimination
  • Transgender discrimination
  • Age discrimination
  • Disability discrimination
  • Genetic information discrimination
  • Reasonable accommodations, including denials of requests for telework
  • Discriminatory non-selection in hiring
  • Unlawful harassment
  • Hostile work environments
  • Retaliations for protected EEO activity

Are there strict deadlines for filing EEO complaints?

Yes. Generally, federal employees must contact an EEO Counselor to raise their EEO claim within 45 days after the wrongful treatment. If you believe you may have been discriminated against, we encourage you to contact your Agency’s EEO Counselor and reach out to us for a consultation as soon as possible.

What if I have missed the deadline?

We encourage you to call and consult with us anyway. We may be able to proceed with your case even if you have missed a deadline.

What kinds of remedies can the EEOC award?

The remedies vary from case to case, but can include:

  • Monetary compensatory damages (usually capped at $300,000 in the federal sector)
  • Reinstatement following an illegal termination
  • Corrective personnel action (e.g. reassignments, promotions, etc.)
  • Ordering the Agency to grant a request for a reasonable accommodation
  • Attorney’s fees and costs
  • Ordering the Agency to retrain personnel or amend policies

Do you assist with reasonable accommodations?

We do work on reasonable accommodation (RA) cases, whether or not you have already requested an RA or whether that request has been denied. The Rehabilitation Act requires that federal agencies provide reasonable accommodations that allow qualified individuals with disabilities to perform the essential functions of their job or to enjoy the same benefits and privileges of employment as other employees. Reasonable accommodations can include:

  • Flexible schedules
  • Telework
  • Remote work
  • Quiet spaces (like private offices)
  • Improved accessibility
  • Specialized office equipment
  • Ergonomic furniture 
  • Reassignment (as a last resort)
  • Service animals

Are you a big law firm?

We are not. We are a small, specialized firm. We exclusively defend members of the armed forces and federal employees. As of 2026, we have two attorneys (both partners) and a small administrative staff.

Many law firms in this sector do business on volume. They intake thousands of clients, then have their cases handled by overworked and underpaid associates.

That is not our business model. We pride ourselves on excellent representation in every case, big or small. We encourage you to read our reviews from prior clients.

If you hire Mangan Law to help with a federal EEO claim, you will not be shuffled around between different attorneys or referred out on a contract basis. Our federal employment specialist and partner, PJ Judge, will personally handle your case.

Can you travel to represent me?

Yes. It does not matter if your office is in rural Alaska, Okinawa, or in downtown D.C. We will travel to you if necessary for your case.

How much do you charge?

Every case is different. We encourage you to consult with us to determine the best price for our services.

Our clients are working people, not millionaires. We do our best to ensure that our prices are affordable for the people who serve the American people in the civil service. We encourage you to make an appointment for a free consultation to tell us about your case and learn more about our fees.

If you are worried you may not be able to afford us, we encourage you to consult with us anyone. A consultation is a free opportunity to hear a lawyer’s thoughts on your case, and we might be able to work out a payment plan that works for you.

Do you take cases to hearing?

Yes. In every single case we take, we are prepared to fight it out at a hearing.

Many cases settle (and they should). Many cases do not make it to a hearing.

But you need an attorney who is prepared to take your case to a hearing if necessary. We believe that we cannot effectively represent you if we are not prepared to call the Agency’s bluff and try your case in front of an Administrative Judge. 

Who do you represent?

We represent all kinds of federal employees and applicants, whether you are a Census field representative, a NASA scientist, or a senior State Department executive.

  • Department of Agriculture
  • Department of Commerce
  • Department of Defense (DoD)
  • Department of Education
  • Department of Energy
  • Department of Health and Human Services (HHS)
  • Department of Homeland Security (DHS)
  • Department of Housing and Urban Development (HUD)
  • Department of the Interior (DOI)
  • Department of Justice (DOJ)
  • Department of Labor (DOL)
  • Department of State
  • Department of Transportation (DOT)
  • Department of the Treasury
  • Department of Veterans Affairs (VA)
  • Census Bureau
  • Central Intelligence Agency (CIA)
  • Commodity Futures Trading Commission (CFTC)
  • Consumer Financial Protection Bureau (CFPB)
  • Environmental Protection Agency (EPA)
  • Equal Employment Opportunity Commission (EEOC)
  • Federal Communications Commission (FCC)
  • Federal Deposit Insurance Corporation (FDIC)
  • Federal Election Commission (FEC)
  • Federal Energy Regulatory Commission (FERC)
  • Federal Reserve System
  • Federal Trade Commission (FTC)
  • General Services Administration (GSA)
  • Government Accountability Office (GAO)
  • Government Publishing Office (GPO)
  • National Aeronautics and Space Administration (NASA)
  • National Archives and Records Administration (NARA)
  • National Endowment for the Arts (NEA)
  • National Endowment for the Humanities (NEH)
  • National Labor Relations Board (NLRB)
  • National Oceanic and Atmospheric Administration (NOAA)
  • National Science Foundation (NSF)
  • Nuclear Regulatory Commission (NRC)
  • Office of Personnel Management (OPM)
  • Peace Corps
  • Securities and Exchange Commission (SEC)
  • Small Business Administration (SBA)
  • Smithsonian Institution
  • Social Security Administration (SSA)
  • United States Postal Service (USPS)
  • U.S. International Development Finance Corporation (DFC)
  • U.S. International Trade Commission (USITC)
  • U.S. Trade and Development Agency (USTDA)

How should I prepare for my EEOC case?

The first thing you should do is consult with a lawyer. With more information on your case, an attorney can give you better advice on what to do. Mangan Law offers consultations that are 100% free of charge and require no commitment. The sooner you consult with us, the better. The earlier we get involved, the better your chances of victory.

Other than hiring an attorney, consider the following best practices:

  1. Begin preparing a detailed chronology of all of the relevant events.
  2. Collect relevant documentation. Save critical emails and documents as .pdfs, but be very careful not to violate your Agency’s electronic storage, confidentiality, and cybersecurity rules. It is especially important to preserve communications like Microsoft Teams messages that are less easily recovered months or years down the road.
  3. Be on your best behavior as an employee. Do not give your management any excuse to terminate you on the basis of misconduct or performance.
  4. Contact the EEO office promptly. If you fail to contact the EEO office within the appropriate timeline (usually 45 days), you run the risk of losing the entire case on timeliness grounds. These deadlines are very strictly enforced. Do not assume that complaining to a friend or supervisor satisfies this obligation; ensure you have written documentation (i.e. email) showing that you contacted the EEO office.
  5. Always be honest. Never lie or misrepresent anything to managers and investigators.
  6. Ask for mediation. Mediation (also known as alternative dispute resolution, or “ADR”) often fails in EEOC complaints, but it usually does not hurt, and can be a useful opportunity to learn more about the Agency’s position.
  7. The federal EEO process contains many deadlines: the deadline to contact the EEO Counselor, the deadline to file a formal complaint, the deadline to elect a hearing before the EEOC, the deadline to file discovery, many different deadlines for filing or responding to pleadings in the EEOC, and so on. You need to read every Agency letter and EEOC AJ order very carefully to understand when certain requests and filings are due. Missing deadlines can be fatal to your case!

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