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Fighting discrimination and retaliation in the federal government is one of the most stressful ordeals federal employees go through. The EEO process for federal employees is unlike that for private sector and even local and state government employees. Having an experienced federal EEO lawyer on your side is essential for presenting your best case.
If you are facing any of the following, I can help.
Federal Employees – Click on the link below to find a time to talk about your case with an attorney, not an intake coordinator.
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I am glad that I hired Kyle to take me through this journey. He was honest, thorough, transparent, professional, trustworthy... He is extremely knowledgeable on the EEO process. He is a man of integrity and is compassionate. He was very efficient. He was fair and a good steward of my finances. He was timely, organized, and proficient. He kept me informed and he respected me as the client. Thanks Kyle
He understands how to break down legal jargon for those of us who do not have a background in law. I left our consultation feeling empowered by knowing what to do and how to do it as well as having gotten more than my moneys worth.Thank you Kyle.
Kyle was absolutely wonderful. I don’t think I can adequately express just how much he helped me in a true time of need. He wasn’t just extremely knowledgeable, he was kind—something I really needed at the time. He eased my mind and told me what I needed to know.
He took the time to understand what I really needed and was with me all the way through the mediation and settlement process at a very reasonable cost. ... I would highly recommend his services to any federal employee who needs assistance with an EEO issue or mediation in the future.
The road to unlawful disability discrimination is paved with “good intentions.” Many federal agency lawyers (and therefore everyone else listening to them) mistakenly believe that
Many federal agency managers come to the reasonable accommodation discussion armed with incorrect suppositions about the requirements of the law. They think accommodations are optional,
Many federal employers are reluctant to provide full-time telework to its employees who have disability accommodation needs. Managers may believe that, instead of providing 100%
Law Office of Kyle Ingram
1200 18th Street, NW Ste. 700
Washington, DC 20036
p. (202) 459-4563
e. Kyle.Ingram@KIngramLaw.com
Juris Doctor, American University, Washington College of Law (2011)
M.A. Economics, Ludwig-Maximilians-Universität (2008)
B.S. Foreign Service, Georgetown University, School of Foreign Service (2005)
Maryland (2011)
U.S. District Court, District of Maryland (2013)
District of Columbia (2015)
U.S. District Court, District of Columbia (2018)
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