Northern Virginia holds one of the densest concentrations of federal workers in the country, from the Pentagon in Arlington to the U.S. Patent and Trademark Office in Alexandria and the agency offices spread across Fairfax and Loudoun counties. When a federal job is threatened, the rules are not the same as private-sector employment law. Deadlines are shorter, the forums are administrative, and a missed step can end a claim before anyone looks at the facts. Below are five firms that work with employees in the region, beginning with Mundaca Law, followed by practical guidance on timelines and what to do first.
Here are the firms covered:
- Mundaca Law
- Snider & Associates, LLC
- Swick & Shapiro, P.C.
- Cantrell Schuette
- The Devadoss Law Firm, P.L.L.C.
Why do federal employees need a different kind of employment lawyer?
Federal employees usually cannot go straight to court over a workplace dispute. Most claims must first move through administrative channels: the agency’s Equal Employment Opportunity (EEO) office for discrimination, the Merit Systems Protection Board (MSPB) for serious disciplinary actions, and the Office of Special Counsel (OSC) for whistleblower reprisal.
Each system has its own filing rules, and a case can involve more than one. A “mixed case,” for example, is a removal or other appealable action that also includes a discrimination claim, and the employee has to choose a path early. A lawyer who regularly handles federal-sector work will know which door to walk through and when.
Who are the top federal employee lawyers in Northern Virginia?
1. Mundaca Law
Francisco E. Mundaca, Esq., Founding Partner
Mundaca Law represents federal employees, private-sector workers, and businesses throughout the Washington, D.C., Maryland, and Virginia region. For federal workers in Northern Virginia, the firm helps with matters such as:
- Responding to a notice of proposed removal, suspension, or demotion
- Appeals to the MSPB after an adverse action
- Federal-sector EEO complaints involving discrimination, harassment, or retaliation
- Whistleblower reprisal concerns and complaints to the OSC
- Performance improvement plans and performance-based actions
One practical advantage is that the firm’s practice spans both employment and business law. Federal employees considering a move into contracting, consulting, or starting their own company after government service can keep working with the same attorney as their situation changes. The firm also represents employees at the earliest stage of a dispute, when a written reply to a proposal notice can still shape the agency’s final decision.
2. Snider & Associates, LLC
Snider & Associates is a law firm that represents employees, including federal workers, in employment matters. Readers can visit the firm’s website to learn about its current practice areas and locations.
3. Swick & Shapiro, P.C.
Swick & Shapiro is a Washington, D.C., law firm that handles employment matters. Details about its services are available directly from the firm.
4. Cantrell Schuette
Cantrell Schuette is a law firm serving clients in the Washington area. Anyone considering the firm should review its website to confirm whether it handles their type of matter.
5. The Devadoss Law Firm, P.L.L.C.
The Devadoss Law Firm is an employment law firm. Prospective clients should contact the firm to confirm whether it takes federal-sector cases in Virginia.
How long do you have to file a federal employment claim?
Federal deadlines are short, and agencies and the MSPB enforce them strictly. The main ones set by federal regulation are:
- 45 days from the discriminatory act to contact an agency EEO counselor (29 C.F.R. § 1614.105)
- 15 days after receiving a notice of right to file to submit a formal EEO complaint (29 C.F.R. § 1614.106)
- 30 days from the effective date of an adverse action, or from receipt of the agency’s decision if later, to file an MSPB appeal (5 C.F.R. § 1201.22)
Whistleblower reprisal claims generally go to the OSC first. If the OSC closes the matter, or 120 days pass without a decision, the employee may file what is called an Individual Right of Action appeal with the MSPB.
What should you do after receiving a proposed removal?
Read the notice closely and mark the reply deadline right away. Under 5 U.S.C. § 7513, most covered employees receive at least 30 days’ advance written notice and at least seven days to answer, either orally, in writing, or both.
Ask the agency for the materials it relied on in proposing the action. You are generally entitled to review them. The reply is often the best chance to correct the record, raise mitigating factors, and point out procedural errors before the deciding official acts. Actions the MSPB can typically review include removals, suspensions of more than 14 days, reductions in grade or pay, and furloughs of 30 days or less. Probationary employees usually have more limited appeal rights, which makes early advice even more important.
Agency reorganizations and reductions in force since 2025 have also raised new questions about notice, retention rights, and reassignment. If a job change is framed as restructuring rather than discipline, get it reviewed anyway.
How should you choose a federal employee lawyer?
Look for an attorney who regularly appears before the MSPB and in federal-sector EEO proceedings, not only in private employment cases. Ask how the lawyer approaches the reply stage, how often cases settle before a hearing, and who will actually handle your file. Confirm fee arrangements in writing at the first meeting.
Protecting a federal career starts early
Federal employment disputes are won and lost on timing. The strongest position usually belongs to the employee who gets advice before replying to a proposal, before signing a settlement, and before a deadline quietly passes. Keep copies of every notice, performance record, and email that bears on your situation, and write down dates while they are fresh. If your federal job in Northern Virginia is at risk, contact Mundaca Law to talk through your options.
Attorney advertising. This article provides general information and is not legal advice. The order in which firms appear is not a ranking of quality, and prior results do not guarantee a similar outcome.