If you’re a federal employee in California and have experienced sexual harassment at work, you may be feeling overwhelmed, afraid, and alone. You might worry that the harassment will continue unchecked or even escalate. You may fear retaliation, demotion, ostracism, or even being fired. These fears are not unfounded, and they can weigh heavily on your career, financial stability, and emotional well-being.
At King & Siegel LLP, our sexual harassment lawyers want you to know one thing: You are not alone. No one should have to endure sexual harassment, especially not in a workplace where professionalism and accountability should be the norm. We’re here to guide you through the federal employee harassment reporting process, protect your rights, and help you pursue justice and peace of mind.
What Is Sexual Harassment?
Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when the conduct:
- Impacts hiring decisions;
- Affects employment decisions like promotions;
- Unreasonably interferes with an individual’s work performance; or
- Creates an intimidating, hostile, or offensive working environment.
Sexual harassment is prohibited under federal law. US federal regulations explicitly state that sexual harassment in the workplace is a form of sexual discrimination. Sexual discrimination is unlawful under the Civil Rights Act of 1964.
Examples of sexual harassment may include:
- Unwanted sexual comments,
- Repeatedly asking someone out after they’ve said no,
- Sharing sexually explicit images or jokes,
- Inappropriate touching or physical contact, and
- Threats or retaliation for not complying with sexual demands.
Importantly, the harasser can be a supervisor, co-worker, or even a non-employee. And regardless of gender or sexual orientation, anyone can be a victim.
Sexual Harassment and Your Rights as a Federal Employee
As a federal employee, you are entitled to a workplace free from sexual harassment. In fact, federal agencies are held to some of the strictest anti-harassment policies under federal personnel regulations and Equal Employment Opportunity Commission (EEOC) guidelines.
Your rights include:
- Protection from sexual harassment by supervisors, coworkers, contractors, or vendors;
- The right to file a complaint without fear of retaliation;
- Confidentiality, to the extent possible, during an investigation;
- The right to pursue an EEOC complaint and escalate the issue if your agency fails to act appropriately; and
- Remedies including back pay, job reinstatement, compensatory damages, and attorney’s fees if harassment is proven.
Retaliation for reporting sexual harassment is illegal. If your employer demotes, disciplines, isolates, or otherwise punishes you for reporting misconduct, you may have a separate claim for retaliation.
How to Document Federal Employee Harassment
Documentation is one of the most critical steps you can take if you’re facing harassment. Without a solid record, even blatant misconduct can be hard to prove.
Here’s how to protect yourself.
Keep a Journal
Maintain a private, dated log of every incident. Include:
- Who was involved,
- What was said or done,
- Where and when it happened,
- Any witnesses, and
- How it made you feel or impacted your work.
Be factual, thorough, and consistent.
Save Correspondence
Retain any emails, texts, chat messages, voicemails, or notes related to the harassment. Screenshots can be invaluable.
Preserve Physical Evidence
If there are inappropriate gifts, printed materials, or photographs, keep them in a safe location. Don’t rely on your agency to hold onto evidence.
Notify Someone
Telling a trusted supervisor, coworker, or HR representative (even informally) helps create a record. If you’re unsure who to talk to, a legal advisor can help guide your next step.
How to Formally Report Harassment of a Federal Employee
Reporting sexual harassment of a federal employee follows a unique process, and timing is critical.
Step 1: Contact Your Agency’s EEO Counselor
Federal employees must contact their agency’s Equal Employment Opportunity (EEO) counselor within 45 days of the harassment. This is a mandatory pre-complaint process.
The EEO counselor will:
- Explain your rights,
- Attempt informal resolution, and
- Document your complaint.
This mandatory pre-complaint process is intended to encourage resolution before a formal complaint is filed.
Step 2: File a Formal Complaint
If informal resolution doesn’t work, you can file a formal EEO complaint with your agency. This usually must be done within 15 days of receiving a notice of right to file from the counselor.
Once filed, the agency will investigate the complaint, typically within 180 days. You may choose a hearing before an EEOC administrative judge or request a final agency decision.
Step 3: Pursue Further Remedies
If you’re dissatisfied with the agency’s decision, you may appeal to the EEOC Office of Federal Operations or file a lawsuit in federal court instead.
An Important Note
Time limits are strict. Delays can jeopardize your claim. That’s why it’s essential to take proactive, well-documented steps early on—and to consider legal support from the start.
How King & Siegel LLP Can Help
At King & Siegel LLP, we know how isolating and overwhelming it can feel to take on the federal system. That’s why we bring deep legal knowledge and client-first service to every harassment case.
Here’s how we help.
Legal Protection
We’ll advise you on your rights, options, and the best path forward, whether that means working within your agency’s process or filing a lawsuit.
Documentation Strategy
We help you build a robust record that supports your claim, because successful outcomes depend on proof.
Agency Communication
We can correspond with your agency on your behalf to help ensure your complaint is taken seriously and deadlines are met.
Litigation and Advocacy
If needed, we will aggressively represent you in EEOC proceedings or federal court. We don’t back down from powerful institutions.
Personalized Support
We know this is personal. We’re here to listen, support, and fight for you every step of the way.
Talk to a Sexual Harassment Attorney Today
If you’ve experienced sexual harassment as a federal employee, don’t suffer in silence, and don’t try to navigate this alone. King & Siegel LLP is here to stand beside you, protect your rights, and pursue the justice you deserve.
Our Los Angeles sexual harassment attorneys are graduates of top law schools and trained at the nation’s leading litigation firms. More importantly, we’re driven by compassion and a commitment to results. Our clients routinely leave positive feedback on how we prioritize their comfort, dignity, and success.
Let us help you take back control of your career and future.
Call today for a free, confidential consultation.
Julian Burns King graduated with honors from Harvard Law School and founded King & Siegel in 2018. As head of the Firm’s discrimination and harassment practice areas, she champions the rights of working parents and victims of workplace discrimination and harassment. She has been recognized as a “Rising Star” by Super Lawyers annually since 2018 and has recovered tens of millions of dollars on behalf of her clients.