We reserve the right to change this disclaimer at any time.

The information contained in this website is provided for informational purposes only. It is general in nature. It is also provided “as is”. There is no guarantee of completeness, accuracy, timeliness or correctness. It is provided without warranty of any kind, expressed or implied.

This website does not constitute an offer of representation. It also does not create an attorney-client relationship with Leitner Varughese Warywoda Law or MSPBAttorneys Media LLC. Viewing this website and communicating with LVW Law or MSPBAttorneys Media LLC by electronic mail does not create an attorney-client relationship. Contacting LVW Law or MSPBAttorneys Media LLC through the internet is not considered secure. As a result, you should not send confidential or sensitive information that may be illegally intercepted by others.

The information contained in this site is not meant to substitute for specific legal advice given by a licensed attorney in your state based on your individual situation. Therefore, do not act on or rely on any information in this website without seeking the advice of an attorney. In no event will LVW Law be liable for any decision you may make or action you may take in reliance on any information this website contains.

Links Offsite

Various pages on this website contain links to other companies, services and resources on the World Wide Web. These include the Merit Systems Protection Board (also called the MSPB). These links are provided as aids and as a public information service only. LVW Law and MSPBAttorneys Media LLC make no representations regarding the quality of services offered by any of these companies or individuals. LVW Law and MSPBAttorneys Media LLC also make no representations regarding the accuracy or any other aspect of information in other websites.

MSPB Lawyers and MSPB Attorneys- Disclaimer | | Leitner Varughese Warywoda
We offer this disclaimer to protect you. This is because the details of your case will always matter.
  • Great Service
    Hard working, dedicated, excellent lawyers who will never stop working until Justice is served for their clients!
    - Howard R.
  • Good advice and we won
    The team at Leitner Varughese Warywoda is truly professional and a delight to work with.
    - Lauren C.
  • Best Around!
    Melville Johnson PC has the best team of experts for handling litigation and lawsuits in their areas of expertise. I definitely recommend this law firm. They are the best!
    — S. S.
Contact Us Today
Legal Disclaimer
Vigorously Defending Federal Employees Since 1991.

Federal Employee Sexual Orientation Discrimination Lawyers

MSPB Attorneys Sexual Orientation Discrimination

Although Title VII of the Civil Rights Act of 1964 does not explicitly prohibit discrimination on the basis of sexual orientation, recent court decisions and Equal Employment Opportunity Commission (EEOC) policy have established protections for lesbian, gay, bisexual, and transgender (LGBT) employees. Discrimination in federal employment on the basis of sexual orientation is considered a form of sex discrimination, and LGBT federal employees who experience harassment or adverse employment action based upon their sexual orientation are entitled to all of the benefits available to other employees who have been discriminated against in violation of Title VII.

Our employment attorneys are committed to helping LGBT federal employees protect their legal rights under both Title VII and the Civil Service Reform Act. We have focused exclusively on representing federal employees in employment-related matters, and our attorneys have litigated thousands of cases before the EEOC and other federal agencies on behalf of victims of unlawful discrimination.

Pursuing any type of discrimination claim against the federal government can be challenging. There are strict timelines and procedural requirements, and you need solid evidence to support your allegations. At Leitner Varughese Warywoda Law, we know what it takes to win discrimination cases against the government. Whether protecting your rights involves negotiating a settlement through the EEOC’s administrative procedures or prosecuting a successful appeal in federal court, we will aggressively pursue a personalized case strategy, and we will make sure you feel informed and confident every step of the way.

“Thank You!! I have to admit I was afraid to spend the money up front, but now that I have my back pay and I’m working again, I can see that it was all worth it. My attorney was great, kept me informed, and really listened to me. This was the best decision I’ve made in a long[,] long time. Thanks again.” – Verified Review by a Federal Employee

Title VII and Sexual Orientation Discrimination: Answers to FAQs

Q: What are some examples of unlawful discrimination based on sexual orientation?

Since sexual orientation discrimination is considered a form of sex discrimination, Title VII protects LGBT workers against all forms of improperly-motivated employment practices. Some examples of unlawful discriminatory employment practices recognized by the EEOC include:

  • Denying an employee a promotion based upon his or her sexual orientation
  • Paying a lower salary, denying spousal health insurance benefits, and otherwise providing disparate compensation and benefits to gay and straight employees
  • Using derogatory terms, making disparaging remarks, or otherwise harassing a federal employee based on his or her sexual orientation

Q: If I file a complaint about sexual orientation discrimination, does that mean that I will need to go to court?

No, not necessarily. In fact, most discrimination cases are resolved at the agency level without going to court. For federal employees, the process of filing a discrimination claim starts with contacting your agency’s equal employment opportunity counselor. From there, you will participate in either counseling or alternative dispute resolution procedures (i.e. mediation). If this stage does not result in a favorable outcome, your case will then go before an EEOC administrative judge or panel. If you are unsatisfied with the outcome at the EEOC, then you will need to take your case to court.

Q: Are LGBT federal employees protected under the Civil Service Reform Act?

Yes. The Civil Service Reform Act prohibits discrimination based on “conduct which does not adversely affect the performance of the applicant or employee,” and this includes sexual orientation. If you file a sexual orientation discrimination claim under the Civil Service Reform Act, your case will go before the Office of Special Counsel or the Merit Systems Protection Board (MSPB) instead of the EEOC.

Q: Where can I find more information about the protections afforded to gay and lesbian federal employees?

For more information, we encourage you to schedule a consultation at LVW Law. One of our attorneys will be happy to meet with you over the phone to discuss your situation and provide you with an assessment of your legal rights. If you would like more general information about how Title VII and the Civil Service Reform Act protect LGBT employees, you can review these resources from the EEOC:

Schedule Your Confidential Consultation

To schedule your confidential consultation with a federal employment attorney at LVW Law, please call (888) 594-0424 or request a case evaluation online. You only have a limited amount of time to file if you have a claim, so we urge you to contact us as soon as possible.