How to Navigate the EEO Maze, Part 2 – The Formal Complaint & EEO Investigation
If you are seeking guidance about filing an initial, informal EEO complaint, or about participating in ADR, please refer to Part 1 of this blog series, “How to Navigate the EEO Maze, Part 1 – The Informal Complaint & ADR.” Otherwise, read on to learn more about the formal EEO complaint
How to Navigate the EEO Maze, Part 1 – The Informal Complaint & ADR
Unlike private-sector workers, federal employees generally must initiate discrimination and retaliation complaints through the Equal Employment Opportunity (“EEO”) process. The EEO process is—by design—complicated. This article will walk you through the EEO process, answer FAQs, and offer guidance on how to navigate the roadblocks that federal agencies create for EEO complainants. Step 1:
Should I Sign a Severance Agreement?
The short answer is no, at least not in the District of Columbia. The District of Columbia Human Rights Act (“DCHRA”) makes it unlawful to discriminate against employees on the basis of their “family responsibilities.” D.C. Code § 2-1402.11(a).
How to Request a Reasonable Accommodation at Work
The short answer is no, at least not in the District of Columbia. The District of Columbia Human Rights Act (“DCHRA”) makes it unlawful to discriminate against employees on the basis of their “family responsibilities.” D.C. Code § 2-1402.11(a).