Federal employees and applicants use a separate EEO process from private-sector workers. If you are dealing with race, color, religion, sex, national origin, age, disability, genetic-information discrimination, or EEO reprisal in federal employment, start with the federal process—not the private-sector EEOC charge form.
Counseling comes first in most federal EEO matters
Federal-sector EEO generally begins by contacting an agency EEO counselor within 45 days of the discriminatory matter or personnel action, subject to the governing regulations and possible extensions. The actual date, notice, and claim matter, so do not wait for a website calculation if the period may be running.
Define the claim clearly
A useful federal EEO record identifies the exact action or conduct, protected basis, responsible officials, date, and remedy sought. Preserve the counseling documents, notice of right to file, formal complaint, acceptance/dismissal letter, amendments, investigative file, and every election notice.
Investigation, hearing, and final agency action
After a formal complaint is accepted, the agency investigates. In a non-mixed case, the complainant may later have a choice involving an EEOC administrative judge or a final agency decision, subject to the governing rules. Appeals from final agency actions can proceed to EEOC's Office of Federal Operations in appropriate cases.
Mixed cases are different
If the personnel action is appealable to the MSPB and discrimination is alleged, the case may be “mixed.” Election rules can make the first formal filing important. Use the mixed-case guide before assuming the ordinary EEO path applies.