Federal employee at a cabinet-level executive agency
Reinstatement with restored seniority, full back pay, and the removal of disciplinary documents from the personnel file.
9 months from initial counseling to resolution
About Federal EEO, LLC
Two decades at the federal EEO frontline.
A note from Ericka
Why I built Federal EEO, LLC.
After twenty years inside the federal EEO process — as advisor, litigator, and trainer — I started Federal EEO, LLC because most federal employees don't lose their cases on the merits. They lose them on the calendar, on procedural traps, on documentation gaps, and on strategy decisions made under pressure without specialist guidance.
I built this practice to be the resource I wish every federal employee had when they first sensed something was wrong at work.
Ericka G. Dorsey
Founder & Principal Consultant
Credentials
- B.A., University of Pennsylvania
- J.D., The George Washington University Law School
- Licensed Attorney
- Certified Mediator
- Commissioner, ABA Commission on Disability Rights
Ericka Guthrie Dorsey, Esq.
Ericka Guthrie Dorsey is a licensed attorney and certified mediator with more than twenty years of dedicated experience in federal employment law. She founded Federal EEO, LLC to give federal employees access to the sophisticated, specialized advocacy the complexity of the EEO process demands — and that too few employees find before a critical deadline passes.
Ericka earned her Bachelor of Arts from the University of Pennsylvania and her Juris Doctor from The George Washington University Law School. Her legal career has focused exclusively on federal employment law, giving her a depth of procedural and substantive knowledge that generalist practitioners cannot replicate.
She serves as a Commissioner on the American Bar Association Commission on Disability Rights — a reflection of her long-standing commitment to the Rehabilitation Act and the rights of federal employees with disabilities to receive meaningful reasonable accommodations without retaliation.
Ericka’s clients range from GS-5 administrative employees facing hostile work environments to senior executives contesting adverse actions. What they share is a need for someone who understands not just the law, but the procedural landscape of the federal EEO system — the deadlines, the agency dynamics, the Report of Investigation, and the hearing stage where outcomes are ultimately determined.
Additional career highlights and notable case outcomes to be added before launch. See CONTENT.md.
Career Milestones
Building a Career in Federal EEO Law
1998UPenn BA
Bachelor of Arts, University of Pennsylvania
2001GW Law JD
Juris Doctor, The George Washington University Law School
2003EEO Advocacy
Began federal EEO practice — representation and counseling
2010Certified Mediator
Earned federal mediation certification
2018ABA Commissioner
Appointed to the ABA Commission on Disability Rights
Expertise
Core Areas of Practice
Informal & Formal EEO Complaints
End-to-end guidance from the 45-day counselor contact through final agency decisions and appeals to the EEOC.
ROI Strategic Analysis
Deep-dive review of the Report of Investigation — evidentiary strengths, agency defenses, and hearing strategy.
Title VII & Rehabilitation Act
Expert application of federal anti-discrimination law across race, sex, disability, age, religion, and reprisal.
Strategic Evidence Positioning
Identifying and presenting the evidence that matters most to an administrative judge — before and during the hearing.
Recent Wins
A few of the outcomes we've helped federal employees achieve.
Every matter is unique, and past results are not a guarantee of future outcomes. The summaries below describe the kinds of resolutions our work has produced.
Draft placeholders. Ericka to replace with real curated outcomes (signed release or genuinely anonymized) before launch — see CONTENT.md.
Federal employee at a large independent agency
Reasonable accommodation granted following denial and renewed interactive process — including a modified schedule and the reassignment of marginal duties.
5 months from accommodation denial to implementation
Federal employee at a regulatory body
Confidential settlement following ROI review — including non-monetary terms tied to future treatment and an agreed reference.
11 months from the discriminatory event
Federal employee at a Department of Defense component
OFO appeal reversed adverse FAD on legal-error grounds, with remand for further proceedings on liability and remedy.
16 months on appeal to decision
Recent Speaking Engagements
American Bar Association — Commission on Disability Rights
GWU Law School — Career Quest Speaker Series
AFGE National Training — Reasonable Accommodation Workshop
Federal Employee Education Foundation — Annual Conference
Federal Mediation and Conciliation Service — Practitioner Roundtable
Continuing Legal Education — Federal-Sector EEO Practice
Placeholder list pending Ericka's confirmation. See CONTENT.md.
Don’t Navigate This Alone.
The federal EEO process is procedurally complex and deadline-driven. One missed step can permanently foreclose your claim. We can help you get it right.
Your 45-day window may already be counting down.
Consultations are for strategic guidance and case assessment. Booking does not create an attorney-client relationship or guarantee representation.