Tips from the Trenches

Julie Rook Gold, Esq.

is counsel and associate attorney with Gilbert Employment Law and litigates all phases of federal sector employment discrimination complaints before the Equal Employment Opportunity Commission and appeals of disciplinary actions and whistleblower retaliation claims before the Merit Systems Protection Board. These complaints and appeals include claims of disability discrimination, removals, non-selections, religious discrimination, retaliation, harassment, whistleblower retaliation, and age discrimination. Ms. Gold prepares cases for administrative hearings before the EEOC and MSPB by drafting and responding to written discovery, conducting and defending depositions, and preparing witnesses for deposition. She represents the USDA Forest Service and USDA Food Safety and Inspection Service, and complainants and appellants at administrative hearings and examines and cross-examines witnesses during these hearings. Ms. Gold prepares settlement analyses in both EEOC and MSPB cases, participates in discussions with clients concerning legal analysis and resolution, negotiates settlement terms, drafts settlement agreements, and represents clients at settlement conferences. She served as the lead attorney on a contract with the Federal Election Commission (FEC) and conducted legal sufficiency review of Final Agency Decisions issued by the FEC.

Recent Posts

The Investigation was Late – Will We Be Sanctioned?

Jun 21, 2019 10:12:05 AM / by Julie Rook Gold, Esq. posted in federal hr & eeo law training, sanctioned, late investigation


Has your agency faced this situation? After receiving a formal complaint, an agency fails to conduct its investigation within the timeframes set by the EEOC’s regulations. After 180 days have passed, the complainant requests a hearing with an administrative judge and requests sanctions. Now the question is -- will sanctions be granted? What is the most effective way to defend the agency against sanctions?

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Recent Cases Show Managers Still Struggle with Per Se Reprisal, Inappropriate Comments

May 6, 2019 8:34:16 AM / by Julie Rook Gold, Esq. posted in federal hr & eeo law training, per se reprisal


While some comments by management regarding the EEO process or current complaints may be made with the intention of being funny, they can violate Title VII’s prohibition against reprisal. Managers should learn that comments about EEO complaints and the EEO process are not just inappropriate, they can lead to a finding of retaliation by the EEOC.

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The Hearing is Weeks Away and NOW the Complainant Wants to Amend?!

Apr 30, 2019 3:40:55 PM / by Julie Rook Gold, Esq. posted in federal hr & eeo law training, hearing, amend


The complainant requested a hearing and the parties have already engaged in discovery. The Administrative Judge has set a hearing date, which is closing in. With only weeks -- or even days -- to go before the hearing, the complainant submits a motion to amend. Is this proper? How should the agency respond?

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