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HAMILTON ENTERTAINMENT & EMPLOYMENT LAW, LLC
unlawful terminations; sexual harassment; wrongful termination; discrimination; Top Employment Attorney
Attorney Myra Hamilton, Memphis, Tennessee, Wrongful Termination Attorney; Employment Discrimination Attorney; Nationwide Federal Representation Before the United States
Equal Employment Opportunity Commission and The Office of Federal Sector Appeals in Washington, D.C., for Federal Government Agency Employees
Hamilton Entertainment Employment Law LLC
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Federal Government Employee?
EEOC Federal Sector Representation
Employment Discrimination Attorney Myra Hamilton represents federal government agency employees nationwide in federal-sector EEO matters. She helps federal employees navigate the process—from the initial 45-day deadline to contact an agency EEO Counselor through counseling, Alternative Dispute Resolution (ADR), the agency investigation, and representation before an EEOC Administrative Judge.
Attorney Hamilton also represents federal employees in appeals before the EEOC Office of Federal Operations in Washington, D.C., including appeals from an agency’s final decision or final action following an Administrative Judge’s decision, hearing, dismissal, or from an Agency Motion for Summary Judgment ruling in favor of the Agency.
Important Federal-Sector EEO Deadline
Under the federal-sector EEO rules currently in effect, a federal employee or applicant generally must initiate contact with an EEO Counselor at the employing or prospective federal agency within 45 calendar days of the alleged discriminatory matter. When the complaint concerns a personnel action, the employee generally must initiate EEO contact within 45 calendar days of the action’s effective date.
The first day counted is generally the day after the event that starts the filing period. If the final day falls on a Saturday, Sunday, or federal holiday, the deadline generally extends to the next business day. Because determining the correct triggering date can be complicated, federal employees should not delay in contacting their agency’s EEO office.
Limited exceptions may apply. The agency or EEOC may extend the 45-day period in certain circumstances, including when the employee was not notified of and was not otherwise aware of the deadline; did not know and reasonably should not have known that the discriminatory matter occurred; was prevented by circumstances beyond the employee’s control despite due diligence; or presents another reason considered sufficient by the agency or EEOC.