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Thank you for visiting this blog about how to win your EEOC civil rights claim for federal employees.

Before you do anything else, including contacting us, make sure you file on time. Your entire discrimination claim hinges on beating the deadline, and I have found most cases are thrown out because people discriminated against, even with a valid case and plenty of evidence, lose their claim all from the careless mistake of not filing on time. Please don’t make this mistake!

If you have any questions or opinions regarding the content in this website, about the products that are mentioned, or with any questions at all don’t hesitate to contact us!


I’m not a lawyer, and can’t give you legal advice, but I can refer you to a good lawyer in your jurisdiction.

While we teach and suggest through example in hundreds of posts of what we went through to win our eeoc claim, we highly recommend that you seek out a federal employee attorney who specializes in your civil rights claims with the eeoc. You can share with your attorney your discrimination, and what you’ve learned here.

The information you obtain at this site is not, nor is it intended to be, legal advice. You should consult an attorney for advice regarding your individual situation. We invite you to contact us and welcome your calls, letters and electronic mail. Contacting us does not create an attorney-client relationship. Please do not send any confidential
information to us until such time as an attorney-client relationship has been established. This blog was not created or run by lawyers. It is run by someone like you, with a EEOC discrimination claim, who wants to win.


I’d also love to hear any feedback on the site if you’ve found it helpful or have some ideas about how I can improve the site in some way. If you would like to contribute to the civil rights website, write a post, please do not hesitate to contact us because your question or comment might actually help someone with the same concerns as yourself.

I will reply to all messages as soon as possible.

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