Civilian employees at the Pentagon, the Mark Center, the USPTO campus in Alexandria, and the agency offices along the Rosslyn-Ballston corridor work under a different set of employment rules than private-sector workers. When a proposed removal, an EEO dispute, or a security clearance problem comes up, deadlines start running within days. This roundup starts with Mundaca Law and covers four other firms that federal workers in Arlington and Alexandria often consider. It also explains what these attorneys do and how to choose one.
- Mundaca Law
- The Law Firm of John P. Mahoney, Esq., Attorneys at Law, PLLC
- Kalijarvi, Chuzi, Newman & Fitch, P.C. (KCNF)
- FEDLAW / Law Office of Aaron Wersing
- James H. Shoemaker / Patten, Wornom, Hatten & Diamonstein, L.C.
What does a federal employee attorney do?
A federal employee attorney represents civilian government workers in disputes governed by federal personnel law, mainly Title 5 of the U.S. Code, rather than state employment law. Virginia’s employment statutes largely don’t apply to a GS-13 analyst at the Pentagon. Their rights run through federal forums instead.
The most common forum is the Merit Systems Protection Board (MSPB), an independent agency that hears appeals of removals, long suspensions, and demotions. Discrimination claims go through the agency’s EEO process and then the Equal Employment Opportunity Commission (EEOC). Whistleblower reprisal complaints usually start with the Office of Special Counsel (OSC). Knowing which forum fits a situation, and how the forums interact, is a large part of what these lawyers do.
Which federal employee attorneys serve Arlington and Alexandria?
1. Mundaca Law
Mundaca Law is a DMV firm that practices employment, business, and federal employee law. It is led by Francisco E. Mundaca, Esq., Founding Partner. Federal workers in the Pentagon area can bring the firm matters such as:
- Responding to a proposed removal, suspension, or demotion
- MSPB appeals
- EEO complaints involving discrimination or retaliation
- Whistleblower reprisal concerns
- Performance improvement plans and reduction-in-force questions
Early contact tends to matter most. The written and oral reply to a proposed action is often the first real chance to shape the record before a deciding official acts. The firm also handles private-sector employment and business matters, which can help people moving between federal service and defense contractor roles, a common career path in Arlington and Alexandria.
2. The Law Firm of John P. Mahoney, Esq., Attorneys at Law, PLLC
This Washington-area firm’s practice includes representing federal employees in workplace matters.
3. Kalijarvi, Chuzi, Newman & Fitch, P.C. (KCNF)
KCNF is a Washington, D.C. firm that represents employees, including federal workers, in employment disputes.
4. FEDLAW / Law Office of Aaron Wersing
This practice focuses on federal employment matters for government workers.
5. James H. Shoemaker / Patten, Wornom, Hatten & Diamonstein, L.C.
This is a Virginia law firm where attorney James H. Shoemaker represents federal employees in employment-related matters.
How quickly do federal employees need to act?
Federal employees often have only weeks to preserve a claim, and missing a deadline can end the case before anyone looks at the merits. The key timeframes are:
- EEO complaints: An employee must contact an agency EEO counselor within 45 days of the discriminatory event, under 29 C.F.R. § 1614.105.
- MSPB appeals: An appeal is generally due within 30 days of the action’s effective date or the date the employee received the decision, whichever is later, under 5 C.F.R. § 1201.22.
- Proposed adverse actions: For removals, suspensions over 14 days, and reductions in grade or pay, 5 U.S.C. § 7513 requires at least 30 days’ advance written notice and at least 7 days to reply.
That 7-day reply window is short. An employee who waits until the decision letter arrives has usually lost the best chance to change the outcome.
Can a federal employee lawyer help with a security clearance issue?
Yes, but the options are narrower than many Pentagon-area employees expect. In Department of the Navy v. Egan (1988), the Supreme Court held that the MSPB cannot review the merits of a decision to deny or revoke a security clearance. The Board can still review whether the agency followed proper procedures when it suspends or removes someone after a clearance loss.
The substantive clearance challenge happens inside the agency’s own adjudication and appeal process. For many Defense Department civilians, that process includes a written response to a statement of reasons and, in some cases, a personal appearance. Because so many Arlington and Alexandria jobs require a clearance, it helps to ask any attorney directly about their experience with this process.
How should you choose a federal employee lawyer in the Pentagon area?
Start with the forum. An attorney who regularly appears before the MSPB and EEOC will know the procedural traps that someone focused only on private-sector law might miss. Other things worth asking about:
- Experience with your agency. DoD components, the USPTO, and the National Science Foundation each have their own internal procedures and labor agreements.
- Fees. Many federal employee attorneys charge hourly or a flat fee for discrete tasks like drafting a reply to a proposed action. Under 5 U.S.C. § 7701(g), the MSPB can order an agency to pay attorney fees when the employee prevails and fees are warranted in the interest of justice.
- Union rights. If you’re in a bargaining unit, ask how a negotiated grievance procedure affects your choice of forum. In some cases, filing a grievance means giving up an MSPB appeal on the same matter.
No attorney can promise a particular result, and a firm that guarantees one is a red flag.
Getting help before the deadline passes
Federal employment disputes in Arlington and Alexandria move on fixed timelines, and the early stages often decide the outcome. Whether you’re facing a proposed removal, an EEO issue, a clearance question, or retaliation for reporting misconduct, speaking with an attorney who knows federal personnel law is the practical first step. Collect your notices, performance records, and any relevant emails, write down the dates, and schedule a consultation while your options are still open.
This article is attorney advertising for general informational purposes and is not legal advice. Prior results do not guarantee a similar outcome.
