Sample Case Results
Disclaimer: Ms. Hosea’s case results depend upon a variety of factors unique to each case. Prior case results do not guarantee or predict a similar result in any future case.
EEOC Decisions
Complainant v. Army
Ms. Hosea represented a GS-14 employee who prevailed in her non-selection case. Ms. Hosea's client alleged that she was discriminated against based on sex when she was not selected for a promotion to a GS-15 position. After a two-day EEOC hearing, the Administrative Judge issued a favorable decision resulting in the federal employee's promotion to a GS-15 position, back pay, restored benefits, recalculation of TSP contributions, nonpecuniary compensatory damages, and attorney's fees.
Complainant v. USPS
Ms. Hosea successfully represented a disabled veteran who suffers from PTSD. After a two-day EEOC hearing, the Administrative Judge issued a decision finding that the Agency discriminated against Ms. Hosea's client based on disability when it improperly maintained his confidential medical information and removed him from a prestigious ancillary (unpaid) position. The administrative judge ordered the Agency to pay the federal employee $50,000 in non-pecuniary compensatory damages, fully reimburse his attorney's fees, and take numerous corrective actions.
Taunya P. v. USPS
Ms. Hosea represented a disabled letter carrier who prevailed in her disability discrimination complaint. After a hearing, an EEOC administrative judge found that the Agency failed to accommodate the employee's disability, retaliated against her, and subjected her to a hostile work environment.
The administrative judge awarded $250,000 in nonpecuniary compensatory damages and ordered the Agency to take corrective action and pay the Complainant's full attorney's fees.
On appeal, the EEOC’s Office of Federal Operations affirmed the decision, including the damages award and reimbursement of attorney’s fees and costs.
Wells v. USPS
EEOC Settlement Agreements
Ms. Hosea routinely negotiates settlement agreements on behalf of prospective, current, and former federal employees alleging unlawful discrimination. Examples include:
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Complainant v. Department of Veterans Affairs -- $135,000 for federal employee who alleged that she was subjected to disability discrimination and reprisal.
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Complainant v. Department of Veterans Affairs -- $95,000 and 120 hours of restored leave for federal employee who alleged that she was subjected to sexual harassment and retaliation.
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Complainant v. Smithsonian Institution -- $75,000 for job applicant who alleged that he was not allowed to compete for a position because of his race.
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Complainant v. United States Secret Service -- $72,000 for federal employee who alleged that she was subjected to disparate treatment based on pregnancy.
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Complainant v. National Geospatial-Intelligence Agency -- $65,000 for federal employee who alleged he was subjected to security clearance-related discrimination based on sexual orientation and national origin.
Ms. Hosea represented Robert Wells, a veteran who suffers from combat-related Post Traumatic Stress Disorder. After a lengthy EEOC hearing, the presiding administrative judge issued a decision finding that the Agency discriminated and retaliated against Mr. Wells by subjecting him to adverse transfers, forcing him to go on emergency administrative leave, subjecting him to an involuntary psychiatric fitness for duty examination, and disclosing his confidential medical information to unauthorized personnel. The administrative judge ordered the Agency to provide $120,000 in nonpecuniary compensatory damages to Mr. Wells, reimburse his attorney’s fees in full, and take numerous corrective actions.
MSPB Appeals
Fischer v. Dep’t of Defense
Ms. Hosea successfully represented Mr. Fischer, a Department of Defense employee who alleged that his reassignment was involuntary and therefore constituted a demotion for which he was not afforded due process. During the discovery phase of the MSPB appeal, Ms. Hosea negotiated a settlement in which Mr. Fischer received full back pay differential (over $100,000) and reimbursement of his attorney’s fees and costs.
Reid v. USPS
Ms. Hosea successfully represented Ms. Reid, a supervisor at the U.S. Postal service who appealed her removal. At the conclusion of the MSPB hearing, the administrative judge indicated that he would likely issue a decision that was unfavorable to the Agency. The Agency quickly rescinded and expunged Ms. Reid’s removal, reinstated her to her position, provided full back pay, and restored her benefits. The Agency did not issue any further discipline against Ms. Reid for the alleged misconduct at issue in her MSPB appeal.
Cobia v. VA
Ms. Hosea successfully represented Ms. Cobia, an employee of the Department of Veterans Affairs who appealed her removal. During the prehearing phase of the appeal, Ms. Hosea negotiated a settlement agreement in which the Agency rescinded Ms. Cobia’s removal, provided back pay and benefits, and reimbursed her attorney’s fees. When the VA did not fully comply with the terms of the settlement agreement, Ms. Hosea successfully petitioned the MSPB for enforcement (MSPB # PH-0754-16-0283-C-1).
McCoy v. Dep’t of the Air Force
Ms. Hosea successfully represented Mr. McCoy, a U.S. Air Force civilian employee who appealed his performance-based removal. After Ms. Hosea’s cross-examination of the deciding official during the MSPB hearing, the presiding administrative judge stopped the hearing and encouraged the parties to settle the case. With the administrative judge serving as mediator, Ms. Hosea negotiated a favorable settlement agreement for Mr. McCoy.
Whitaker v. Army
Ms. Hosea successfully represented Ms. Whitaker, a U.S. Army employee who appealed her removal. After Ms. Hosea’s cross-examination of the deciding official during Ms. Whitaker’s MSPB hearing, the administrative judge stopped the hearing and encouraged the parties to settle the case. Ms. Hosea negotiated a settlement agreement for Ms. Whitaker in which she was reinstated to her position at the Army with back pay and benefits.
Walker v. USPS
Ms. Hosea successfully represented Mr. Walker, a supervisor with the U.S. Postal Service who appealed his demotion. During the discovery phase of the MSPB appeal, Ms. Hosea negotiated a settlement in which Mr. Walker’s demotion was rescinded, expunged, and replaced with a letter of warning. Mr. Walker was then retroactively reinstated into his supervisory position.
Proposed Disciplinary/
Adverse Actions
Proposed Removal Not Sustained (FCC)
Hosea Legal successfully represented a supervisor at the Federal Communications Commission who was issued a proposed removal for alleged misconduct. Ms. Hosea submitted a thorough, compelling written reply and met with the deciding official to present an oral reply on behalf of her client. The FCC did not sustain the proposed removal and no discipline was issued against the employee.
Proposed Removal Mitigated to Demotion (USPS)
Hosea Legal successfully represented a supervisor at the United States Postal Service who received a proposed removal for alleged misconduct. After Ms. Hosea presented a written and oral reply to the Agency, the deciding official mitigated the penalty to a demotion to a nonsupervisory position. Ms. Hosea then represented the employee in his appeal to the MSPB, during which she negotiated a settlement agreement that reinstated him to his supervisory position (see Walker v. USPS, above).
Proposed Demotion Mitigated to Letter of Reprimand (Army)
Hosea Legal successfully represented an Army supervisor who was issued a proposed demotion for alleged misconduct. Ms. Hosea submitted a persuasive written reply and met with the deciding official in person for two hours to plead her client’s case. Subsequently, the deciding official sustained only one of the many charges and reduced the penalty from demotion to a letter of reprimand.
Proposed Suspension Mitigated and Held in Abeyance (Navy)
Hosea Legal successfully represented a Navy supervisor who faced a proposed 14-day suspension. After Ms. Hosea presented written and oral replies on behalf of her client, the deciding official only sustained one specification and mitigated the suspension from 14 days to 3 days. The deciding official also agreed to hold the 3-day suspension in abeyance for one year and then expunge the entire disciplinary action provided the employee did not engage in any similar alleged misconduct during that 12-month period.
Proposed Suspension Mitigated to Letter of Reprimand (NIH)
Hosea Legal successfully represented a National Institutes of Health employee who was issued a proposed 5-day suspension for alleged performance issues. After Ms. Hosea presented written and oral replies on behalf of her client, the Deciding Official mitigated the penalty from an unpaid suspension to a letter of reprimand.
