Anonymous User wrote:Tangent for those who do fed employment law: to what extent is your job making sure "the right thing" gets done and to what extent is it to reflexively defend the agency? I helped a family member with a retaliation/whistleblower claim (not Title VII) for a supervisor who was pretty clearly retaliating. I expected agency council to step in and act as a mediator to discipline supervisor, but instead the reaction was what I would expect from a private defense attorney. ("You don't have a claim, even if you do have a claim, you can't prove it" and hard nosed negotiating tactics.) Really soured me on the agency's attorneys.
Im the anon that worked in federal employment law. I always did what I thought was the right thing. So, I wouldn't take a claim to trial merely because I knew I would win. However, it just happens that the vast majority of cases were, in my opinion, baseless. There are of course legitimate EEO claims, and I do recall a serious one that my regional office settled right off the bat. But overall "doing the right" thing was getting Motions for Summary Judgment granted all day.