Why Choose Pitre & Associates?
-
Expertise
Our attorneys bring over 15 years of experience in federal employment law, specializing in complex legal matters like discrimination, wrongful termination, and whistleblower protections. We are committed to staying at the forefront of legal developments to provide the most effective strategies for our clients.
-
Results
Our attorneys have successfully negotiated over 8 million dollars in compensatory awards and attorney fees for clients. We’ve also prevented the removal and/or suspension of several federal employees, demonstrating our ability to achieve favorable outcomes. See our News and Case Successes for more details.
-
Reputation
Pitre & Associates, LLC and its attorneys have maintained an impeccable record with no complaints to the DC Bar or negative reports to the Better Business Bureau. Our reputation reflects our commitment to professionalism, ethical standards, and high-quality service for every client.
-
Reliability
Pitre & Associates, LLC has built a reputation for trust, earning the confidence of nearly every client we represent. Our personalized approach makes clients feel valued, and we take great pride in achieving high levels of satisfaction by focusing on their unique needs and providing exceptional service.
What a Successful EEOC Claim May Recover
Understanding what relief may be available helps frame what’s at stake. The specific remedies depend on which federal statute was violated and whether your employer is a federal agency or a private sector company, but EEOC remedies are generally designed to restore you to the financial position you would have been in without the discrimination.
Potential remedies in EEOC cases include:
- Back pay for lost wages and benefits from the date of the discriminatory act
- Front pay or reinstatement when returning to the position is appropriate
- Compensatory damages for emotional distress and pain and suffering
- Punitive damages in certain private sector cases where employer conduct was especially egregious
- Attorney fees and court costs
- Injunctive relief requiring the employer to stop discriminatory practices
EEOC Filing Deadlines and DC-Specific Options
Because Washington, DC, has a local agency that enforces anti-discrimination law, the DC Office of Human Rights (DC OHR), employees in DC generally have 300 calendar days from the date of the discriminatory act to file a Charge of Discrimination with the EEOC. This is longer than the 180-day deadline that applies in states without a local enforcement agency.
The EEOC Washington Field Office handles charges filed by DC private sector employees. Federal employees don’t file directly with the EEOC field office; they initiate the process through their employing agency’s internal EEO office within that 45-day counseling window.
Washington, DC, employees whose claims aren’t covered by federal anti-discrimination statutes may also have options under the DC Human Rights Act (DCHRA), which provides broader protections in some respects. Claims under the DCHRA can be filed with the DC OHR within one year of the discriminatory act. Determining which laws apply to your situation is part of what we address in an initial consultation.
-
5-Star Reviews
-
Recent Victories
-
Helpful Articles
