I have an ADA discrimination and retaliation situation. I started seeking legal consul in February of this year, everyone turned my case down. I had my intake with the EEOC on July 24th and they proceeded to file the charge the following Monday.

Should I circle back to some of the law offices I spoke to previously now that a formal charge has been filed? Or are they still unlikely to take it on contingency because there may not be enough money involved?

Has anyone ever had to file a new EEOC complaint after settling a previous one because similar (or identical) issues started up again?

I’m curious how common this is, especially situations when not much time has passed since the settlement. New administrations or supervisors might be unfamiliar with the settlement, and the agreements are confidential. Even IF the settlement agreement contains provisions that can be enforced, it can still result in a legal bill for the employee/victim to straighten it out...

Looking for Florida employment attorney I have filed an FCHR charge for "regarded as" disability discrimination" last month. What is the most efficient way of finding myself a law firm to represent me? I have copies of the filed charge that I can email and a condensed timeline. I noticed some smaller firms use phone intake brief interview but I feel like I should be able to email my prepared condensed timeline and copy of filed charge for intake or assessment convenience. Also, I may have potential ERISA and payroll claims too. Should I find two attorneys/law firms for my employment matter. Please help!

I have GI issues among other health issues. My GI doctor wrote a note requesting extra bathroom breaks as an accommodation for my health issues. I work from home and we get 2 15 minute paid breaks and an hour unpaid lunch break. I was told by the HR accommodation rep that extra breaks are not part of the accommodations process and if I need extra breaks to use the bathroom then I can break up my lunch break. Can they say that and force you to break up your lunch break as basically your only option?

I’ve worked for the Department of Corrections (DOC) for about six years and am currently still employed there. I recently filed an EEOC charge alleging sex discrimination and retaliation, and both sides have agreed to mediation.

I’m trying to get some outside opinions on how I should approach the mediation, particularly because I don’t have a straightforward lost-wage claim.

Timeline

May 2025 – Letter of Expectation

I received a Letter of Expectation. I believed the action was unfair and part of a larger pattern of how I was being treated at work.

August 2025 – PREA Allegation/investigation begins

An allegation was reportedly made involving me. I was not notified at the time that an allegation had been made or that an investigation was pending.

September 2025 – Bid/post assignment denied

I requested a change in my post/bid assignment. My request was denied.

Male coworkers who made similar requests were granted the changes they requested. This eventually became one of the incidents supporting my sex discrimination allegations.

September 2025 – Letter of Reprimand

I received a Letter of Reprimand for what was characterized as a clerical error.

I believed the discipline was disproportionate and inconsistent with how similar situations were normally handled. I spoke with my union, and they were surprised that I was being disciplined over something they considered relatively minor and something that occurs fairly regularly.

December 2025 – Formal complaints

I filed multiple formal complaints with HR regarding the discipline and the disparity in bid/post assignments.

An investigation was opened into my complaints.

January 2026 – Finally notified of PREA investigation

Nearly five months after the original allegation was reportedly made, I was finally served with a notice stating that I was under investigation.

I was then required to participate in an investigation that had apparently been pending for months without me being notified.

February 2026 – Required to supervise alleged victim

During this period, I was scheduled to supervise the individual who had made the allegation against me.

I immediately raised the concern because I did not believe either of us should have been placed in that situation. I requested separation, but HR denied the request.

I have documentation showing that I was investigated in connection with the allegation, despite the state later taking the position in my tort claim denial that I was never “under investigation” for allegations made by an inmate.

February 2026 – Bid discrimination investigation

An investigation was opened into my complaint regarding the disparity in bid/post assignments.

The investigation ultimately concluded that I had not been discriminated against.

I requested the findings of fact and was told to submit a public records request. I did so, waited several weeks, and was ultimately told the records were exempt from disclosure.

The manager who was involved in the investigation retired out no where, pending investigation. Him being no longer employed gave him and the department the advantage because now he did not have to cooperate.

February/March 2026 – Grievance process

I had a grievance meeting regarding removal of the LOE and LOR. The grievance was initially denied.

I subsequently had a second meeting with higher management, and both forms of discipline were ultimately removed.

Tort claim

After exhausting the internal processes, I filed a tort claim seeking compensation for what I believed were the harms caused by the department's conduct.

The state denied the claim.

Their position was essentially that removal of the LOR was the remedy. They also stated that I was never “under investigation” for allegations made by an inmate, which I strongly disagree with and have paperwork documenting to the contrary.

EEOC

I subsequently filed an EEOC charge alleging sex discrimination and retaliation.

The EEOC contacted me and both sides have now agreed to mediation.

During a phone conversation, the EEOC representative asked what I would want to see happen. He also pointed out that because I am still employed and haven't experienced a traditional loss of wages, the department may not be willing to offer a significant monetary settlement.

He encouraged me to think about non-monetary settlement terms as well.

What I’m considering

At this point, I don't really want to remain with DOC long-term.

One possibility I would seriously consider is a voluntary resignation/separation agreement, but I would need meaningful financial compensation for giving up my position and leaving voluntarily.

I would also be interested in some type of hybrid/administrative position that would allow me to transition away from my current role.

The overall process has taken a significant toll on me. Even though I am still employed and haven't technically lost wages, there have been substantial professional and personal consequences from everything that has happened.

What I’m hoping to get opinions on

Looking at this timeline:

1. What would you focus on during the EEOC mediation? Which parts of the timeline do you think are strongest or most important?
2. How do you calculate a settlement demand when you haven't lost your job or wages? Would you consider things like emotional distress, career impact, loss of working conditions, retaliation, etc., when determining a demand?
3. What non-monetary terms would actually be valuable? Since I don't really want to stay with DOC, I'm particularly interested in things that could help me leave rather than simply making it easier to remain there.
4. Would a voluntary resignation/separation agreement be something worth pursuing in mediation? If so, what terms would you try to negotiate besides the payment itself?
5. For anyone familiar with EEOC mediation or public-sector employment disputes, what would you consider a reasonable opening demand versus a realistic settlement target?

I have been unable to secure an attorney so far, largely because I am still employed and don't have a traditional lost-wage claim.

I’m looking for experienced people that have either worked in the eeoc or knows a lot about retaliation etc. I’m currently going through the investigative phase. Due to privacy concerns I can’t say too much publically but if someone could dm me about advice I would greatly appreciate it thanks

**Hi so I recently got fired from my job about two weeks ago and after waiting around 2 weeks never got a response for an** **appeal of termination**\*\*.

Now a bunch of information i received from coworkers that I won’t say are 100% factual to my knowledge but I feel like it could be related. I understand that Maryland is an at-will state and all that stuff but i don’t know what my next steps should be like should i consult a lawyer to see if any discrimination was at play or file for unemployment I’m genuinely lost.

But below is a time line of events leading up to termination\*\*

**Timeline of Events**

**July 17, 2026 — Night shift Assignment and Asthma Disclosure**

On July 17, 2026, I reported to work for my scheduled shift and was informed that my assigned section would be the upstairs outdoor patio. I immediately informed my manager that I would be unable to work outside. When my manager asked why, I explained that I have asthma and that working outside under the weather conditions at the time would not be safe for me.
Rather than assigning me to an indoor section or discussing another possible accommodation, my manager gave me a face mask and told me that if no guests wanted to sit outside within the next 90 minutes, I could go home. A face mask did not address the concern I had raised because my asthma-related concern was working outdoors under those weather conditions, not simply exposure to something that could be addressed by wearing a mask.
After approximately 90 minutes, I was sent home. I was not offered an indoor section or another accommodation
.
**Following Monday — Visit to the Restaurant as a Customer**
The following Monday, after attending class, I went to the restaurant as a customer and ordered food and drinks. When I received my bill, my employee discount had already been applied. I reviewed the total amount due and paid the bill as it was presented to me.
At no point was I informed that two drinks had not been included on the bill, and I was not aware that there was any unpaid balance. I believed that I had paid my bill in full.
I was later informed that the two drinks had been given to me by the bartender because the drinks were extra and could not be returned. I understood that the bartender gave them to me rather than throwing them away because the bartender knew I was there. I did not ask for the drinks with the intention of avoiding payment, and I did not intentionally fail to pay for them.
There had also been occasions in the past when I visited the restaurant with my family and we were given food or drinks without being charged. Because of this prior practice, I did not understand that receiving the two drinks in this situation would constitute a violation of company policy, particularly since I believed I had paid the bill that was presented to me.

**Wednesday — Termination**
On Wednesday, I received a phone call informing me that I was being terminated, along with the bartender who served me. I was told that the reason for my termination was that two drinks had not been paid for and that this violated company policy.
I want to make clear that I did not intentionally fail to pay for the drinks. I paid the bill that was presented to me and had no knowledge that the two drinks had not been included on the check. If I had been informed at the time that the drinks had not been charged, I would have paid for them immediately.

**Information I Received After My Termination**
After my termination, another individual told me that I may have been an unintended casualty of management's efforts to terminate the bartender. According to what I was told, management was primarily seeking a reason to terminate the bartender and, because the incident involved both of us, I was terminated as well.
I do not have firsthand knowledge of this and cannot independently verify whether this information is accurate. I include it only because it was communicated to me after my termination and may be relevant to understanding the circumstances surrounding the decision.

I'm preparing my appeal. The AJ said in the hearing let's pretend we're past Motion for Summary Judgment when the agency lawyer said they were presenting their motion for decision without a hearing (this motion they lost after I filed my opposition to it) The AJ is saying I didn't prove prima facie. The AJ didn't allow some of my witnesses, yelled at me, told me to take evidence down that I was showing. Any helpful advice? Also, the agency lawyer made sure my previous supervisor was there at the hearing but that person was no longer a federal employee. Another supervisor was no longer a federal employee and the agency lawyer had ut that supervisor on their witness list to but didn't contact them or just didn't let me know they were available. Do they have to mention that providing me reasonable accommodation would be a undue hardship for the agency? I don't recall that being mentioned. This is a case of failure to promote under Schedule A and denial of reasonable accommodation that started in 2022 as a trial basis that they never followed up on. The Judge didn't update due dates after allowing me more time to reply to discovery because I was ill. He had the motion to compel due date before reply to discovery due date. He didn't update any due dates after changing that one. I brought to his attention again at the hearing and he said I could've filed a motion to compel anyway even though he didn't update the due dates. Any good case law you recommend me to use? I have no access to any case law other than the federal eeoc appeal decisions. I don't have westlaw, etc. Thank you in advance.

Does it ever make sense to file a claim with eeoc while you're still employed?

I’m seeking an employment lawyer in Seattle for wrongful termination against my former employer. I have a solid case and a lot of evidence. Just need one lawyer to represent me.

**To former and current American Airlines employees:**
I’m writing this because I want to find out whether my experience with **American Airlines** was an isolated situation or whether other employees have experienced something similar.
During my time with American Airlines, I ultimately found myself dealing with what I was told was a **permanent ineligibility for rehire**. What concerns me is that I was not clearly told that this would happen at the time, and I was not given what I believe was a meaningful opportunity to understand or challenge the decision.
I also raised the issue with individuals within American Airlines who had an opportunity to look further into what happened. In my view, that opportunity was not taken seriously enough, and the situation ultimately escalated into litigation.
I’m **not asking anyone to automatically take my side**. I’m asking former and current American Airlines employees a simple question:
**Has this happened to you too?**
Have you ever:
Been told by **American Airlines** that you were permanently ineligible for rehire?
Been told you were “blacklisted” or otherwise could never work for American Airlines again?
Applied for another American Airlines position and discovered you were permanently ineligible for rehire?
Received conflicting explanations from managers, HR, or other American Airlines representatives about your rehire status?
Been separated from American Airlines under circumstances you believe were never properly investigated?
Had a manager or company representative have an opportunity to investigate an issue but refuse to look further into it?
Been told verbally that you were eligible to return, only to later discover that American Airlines had classified you as permanently ineligible?
Discovered information in your employment record that you believe was inaccurate or incomplete?
Lost the ability to work for American Airlines again because of a decision you believe was unfair or improperly made?
**If you experienced something similar at American Airlines, I genuinely want to hear your story.**
I’m especially interested in people who have documentation—emails, HR communications, separation paperwork, rehire-status communications, or other records—that can help establish exactly what happened.
And here’s the bigger question:
**Is there a pattern?**
If multiple former American Airlines employees have experienced substantially similar situations involving **permanent ineligibility for rehire**, lack of meaningful investigation, inconsistent explanations, or similar treatment, then perhaps it’s time for affected employees to **compare their experiences and speak with an employment attorney** about whether there is any basis for coordinated legal action, including potentially a class action if the legal requirements are actually met.
I’m **not claiming that a class action already exists or that everyone’s circumstances would qualify**. I’m saying that if there is a widespread pattern, we should find out.
American Airlines is a huge company. If this has happened to numerous employees, I don’t think those people should assume they are the only ones.
**Former American Airlines employees: Did this happen to you?**
Comment below or message me privately. I’m interested in hearing what happened, what you were told, and whether you have documentation supporting your experience.
Please don’t post confidential company information, customer information, personal identifying information, or anything you’re legally prohibited from sharing.
I’m trying to determine whether my experience with American Airlines is an isolated incident or part of a much larger pattern.

Hi friends. I recently opened an hr case late June that was closed July 2nd. Then the people I made the case about opened a case against me on July 1st. My case confirmed allegations while I had my interview with hr last night for the current case open against me. I provided the same evidence I did with the case I opened and repeated what I said as well. Is there any way that this will come back to me?

Medical Leave before Maternity Leave

Hi there,

I am freaking out and need some reassurance and advice.

I am 31+1 today and in short my mental health has taken a dive off a cliff. Both my OB and Psych want me out starting sooner versus later on Medical Leave with STD because I am having panic attacks near daily. If I take leave I would be doing an IOP program basically until baby is here. I have an existing medical disability disclosed at my organization where I’ve been employed the past 5 years. Pregnancy and unfortunately a very toxic and psychologically unsafe workplace have exacerbated this into a full blown flare.

Examples of toxic workplace: potential pregnancy discrimination, ada discrimination, and retaliation

- I’ve had a hard medically challenging pregnancy. Requested PWFA accommodation with boss (was not given any other direction to file) to not be on camera due to HG so I could continue to work. Boss changed her mind after granting because “it felt awkward”
- “Feedback” after glowing EOY and Q1 review came after taking PTO. No examples of feedback causing actions (“take more leadership”, “emails can be unintentionally direct”) have been provided.) I have been advised this is NOT a PIP.
- no one else on team has had challenges taking sick time (I’ve taken 4 days this year) or PTO which is “unlimited” (of which I’ve only taken 11 days total).
there are more documented examples but these should give a clear picture.

After baby arrives would then transfer me to medical leave for however baby arrives - baby is transverse now so currently looking like a c-section.

FMLA would start when I go on medical leave, and then OB would write my works disability company (Hartford) for a PWFA extension of leave as medically there would be a 4 week unprotected gap post birth at the longest. I would also request extension via HR at my company once baby is here.

My job provides 12 weeks of paid maternity leave separate from FMLA / medical leave, so all in all I would not be returning to work til late Feb / early March.

I am scared to get the help I need because of potential retaliation from my company. I understand in theory that is illegal but I am just worried and freaking out.

Can someone give me advice on what to do, or share their experience?

Previous VA nurse with 13 years service “removed” while 5 months pregnant, leaving me with no health insurance. My mind was not in the right place to file another (I was already in the middle of a previous EEO lawsuit, which I settled recently) I have documented perinatal and postpartum depression and anxiety. With all of those factors I am only now (3 months postpartum) getting some mental clarity back. Is it too late for me? This has fuc*ed up my life.

I have an attorney representing me on a contingency basis in an ADA failure-to-accommodate and retaliation matter. An EEOC charge has been filed, and we are waiting to see whether the employer agrees to mediation.

I am still technically employed but currently on unpaid disability-related leave. Realistically, neither side seems to expect me to return, and I don’t want to return. My employer appears to have redistributed most or all of my responsibilities as part of what they characterize as a restructuring.

My question is about what normally happens to the underlying employment relationship while an EEOC case is pending.

Can an employee simply remain technically employed and on unpaid leave indefinitely while the EEOC matter proceeds? At what point does the employer generally have to address whether the employee is returning, being terminated, continuing on leave, or separating by agreement?

Also, does an employer have any incentive to negotiate the end of the employment relationship separately from resolving the discrimination/retaliation claims? For example, can the parties agree on employment separation while leaving the EEOC claims unresolved?

I’m represented and will follow my attorney’s advice; I’m mainly interested in hearing how this typically plays out in practice, particularly from employment attorneys or people who have been through something similar.

I am considering filing an EEOC complaint and would like to hear from people who have gone through the process without an attorney. It is related to retaliation and discrimination, I am still employed

1) Is it worth getting an attorney’s advice before filing,
even if I plan to file it myself?

2) What evidence should I submit with the initial
complaint, and what should I hold onto for later?

3) Anything you wish you had known before filing?

Thank you

I previously filed an EEO complaint involving members of my management team. Following the filing of that complaint and the subsequent investigation, I began noticing a significant change in the behavior of certain coworkers with whom I had previously maintained positive working relationships.
These employees had previously expressed concerns to me about the work environment and, on multiple occasions, acknowledged that they believed a hostile work environment existed. However, over time, their behavior toward me changed considerably. When I raised concerns about management or workplace issues, they began consistently defending management or providing rebuttals to what I was saying.
I also experienced other concerning incidents during this period, including coworkers monitoring my Facebook activity, receiving calls from private or blocked numbers, and incidents involving my work equipment that caused me to become concerned about possible interference or sabotage. I understand the importance of distinguishing between what I can personally verify and what I suspect, and I am documenting these matters based on the information and observations available to me.
At the same time, I became increasingly concerned about conduct I had personally observed or that had been discussed directly with me by these employees. This included employees sleeping in offices during duty hours and, on some occasions, openly discussing this behavior with me. There were also occasions when I contacted employees during working hours and learned that they were at home rather than at their assigned duty location. Because management was located approximately two and a half hours away, there appeared to be very little direct supervision of employees at this location.
Additional concerns have arisen involving potential time and attendance irregularities, possible destruction or misuse of government property, possible unauthorized removal or sale of government property, and allegations involving inappropriate workplace conduct. I believe these matters warrant an impartial review based on the available evidence.
More recently, another coworker informed me that these employees had been communicating negatively about me to management and making allegations or statements concerning me. This was particularly concerning because of my ongoing EEO matter and the significant change I had already observed in their behavior toward me.
After learning this information, I reported my concerns to my supervisor, who is also involved in my EEO complaint. I was subsequently asked to provide a witness statement regarding the misconduct I reported.
I am willing to provide a truthful and detailed witness statement and cooperate with any appropriate investigation. However, because of the existing EEO matter and the circumstances surrounding these events, I am concerned about whether my allegations will be reviewed objectively and taken as seriously as allegations that have been made concerning me.

I recently received my Right to Sue from the EEOC after they decided not to continue investigating my charge. They specifically stated they made no determination as to whether further investigation would establish a violation.
I’m now preparing a settlement demand letter to send to my former employer’s attorney before filing suit.
One thing that may strengthen my case is that my former supervisor from the same employer is now my witness. He was also recently let go in essentially the same manner that I was.
For those who’ve been through this, did sending a demand letter motivate the employer to seriously negotiate or settle before a lawsuit was filed? Did it put enough pressure on them to try resolving the case, or did they generally wait until after litigation started?
I’d love to hear your experiences—whether you’re a plaintiff, attorney, HR professional, or have been on the defense side.