Virginia employment law · Federal claims
If you work in Arlington — at the Pentagon or a National Landing contractor, for the County or the schools, in a Rosslyn–Ballston professional office — and your job is on the line, we can help you figure out what to do next. J. Madison PLC has represented Northern Virginia employees in exactly these forums for years from our McLean office, with EDVA Alexandria a short Metro ride away.
J. Madison PLC is licensed in Virginia. We handle Virginia employment matters statewide and evaluate federal civil-rights and whistleblower claims nationwide. Pure other-state law claims may require local counsel, which you may be able to find through our affiliate network.
These are common examples, not a complete list. If what is happening to you looks different, tell us anyway — we will help you figure out whether you have a case.
Blanket “school-based staff cannot telework” rules often skip the individualized assessment the ADA requires. We challenge those denials and push for policy-level fixes when the facts support it.
ADA accommodation for educators & staffSudden probation extensions, harsh reviews, and “temporary” replacements after an FMLA or pregnancy disclosure are patterns we know how to dismantle with documents and timelines.
Pregnancy & FMLA rightsChapter 75 adverse actions, IRA whistleblower appeals, and OSC exhaustion are not private-sector EEOC practice. We evaluate MSPB and federal-sector EEO paths for Arlington-area civil servants.
MSPB appealsRetaliation is not limited to firing. Isolation and structural retaliation after protected activity can support Title VII and Rehabilitation Act theories — including matters tried in EDVA.
Retaliatory hostile environmentWhen accommodation or retaliation claims hit a staffing chain, each entity points to the other. We pursue joint-employer and gatekeeper liability across forums.
Contractor disability claimsWe litigate race, color, and intersectional claims under Title VII and § 1981 — including cases where employers invent performance stories after complaints.
Race discriminationSomething else — start a conflict check and describe it in your own words.
County and school workplaces generate accommodation, pregnancy/FMLA, harassment, and retaliation disputes with dense personnel rules. We represent employees — not the County or School Board — and we know how administrative bypasses and shifting performance stories show up in discovery.
Federal civilian and contractor employees near the Pentagon often face federal-sector EEO, MSPB, USERRA, or § 2409 issues layered on ordinary Title VII/ADA facts. Deadlines are short. We map the correct path before a reply period or OSC window closes.
When Arlington matters go federal, they often proceed in the Alexandria Division of the Eastern District of Virginia. Our practice is built for that docket. Public example: Burke v. Mattis, a jury verdict on retaliatory hostile work environment with structural injunctive relief. Past results do not guarantee future outcomes.
Conflict check first. Then build a privileged chronology in Cloud Counsel so texts, leave paperwork, and performance reviews are organized before underwriting.
Arlington employees — teachers and school staff, county professionals, Pentagon-area federal workers, and contractors — are a core part of our Northern Virginia practice. We have been doing this work for years.
We bring years of employee-side work against well-resourced public and private employers: ADA and telework fights, pregnancy and FMLA retaliation patterns, race and hostile-environment litigation, MSPB/federal-sector analysis, and EDVA trial practice. Burke (public) and Keller (wage/retaliation, court-approved) are named examples on Selected Matters; many other matters are described only by pattern to protect clients.
Selected Matters & PressAbout J. Madison PLC
Past results do not guarantee future outcomes. Attorney advertising.
Cloud Counsel lets you organize a privileged chronology at no cost before applying for contingent-fee or hourly representation. Learn about Cloud Counsel or contingency fees.
We evaluate discrimination, accommodation, pregnancy/FMLA, and retaliation claims involving public employers. Some personnel systems have unique exhaustion rules we map early.
Yes. MSPB, OSC, and federal-sector EEO rules differ from private EEOC practice. Tell us your SF-50 status and any proposed action dates immediately.
Often yes. Many of our strongest matters involve employees who remain employed while facing retaliatory hostility or accommodation denials.