By Patricia Jones The American Federation of Government Employees has sued the US Equal Employment Opportunity Commission, claiming the agency unlawfully stopped processing class discrimination complaints filed by federal workers.
AFGE filed the case on July 28, 2026, with two female correctional officers, Deanna Chelette and Alexzandria Boyd. The defendants are the EEOC and its chair, Andrea Lucas, in her official capacity.
The lawsuit does not seek a financial settlement for union members. It asks a federal judge to cancel the alleged suspension and order the EEOC to resume processing federal-sector class complaints.
What Did the EEOC Allegedly Suspend?
Federal employees follow a special administrative process when they accuse a government agency of workplace discrimination. Complaints may be heard by EEOC administrative judges before reaching a federal court.
The system also allows workers with similar allegations to pursue a class complaint. These cases can involve discrimination based on sex, race, age, disability or another legally protected characteristic.
AFGE claims that EEOC leaders issued an agency-wide directive requiring administrative judges to stop processing all federal-sector class cases. According to the complaint, judges cannot conduct discovery, rule on motions, schedule hearings or issue decisions while the directive remains in place.
The order has not been publicly released, and the lawsuit says the EEOC has not provided a reasoned explanation or an end date.
How Was the Suspension Discovered?
The dispute became clear through an existing case called Pippen v. Federal Bureau of Prisons.
On December 10, 2025, EEOC Administrative Judge Erania Ebron informed the parties that all processing in the case had to stop immediately. Scheduled deadlines and appearances were cancelled.
The notice stated that the pause applied to every federal-sector class case, including cases involving alleged disparate impact. Disparate-impact claims challenge workplace policies that appear neutral but allegedly affect a protected group more severely.
In June 2026, the judge reportedly told the parties that the Pippen matter had been removed from “stay status,” but that processing remained paused. When asked about the difference, she said there was no practical difference and that she had no further information.
What Is the Underlying Prison Case About?
Chelette and Boyd work at the Federal Correctional Complex in Pollock, Louisiana. Chelette is one of the representatives of a certified class complaint, while Boyd falls within the class definition.
The complaint accuses Federal Bureau of Prisons management of failing to prevent or properly address alleged sexual harassment of female employees by male inmates.
Reported conduct includes vulgar comments, unwanted touching, nudity, masturbation, lewd gestures and threats of sexual violence. These are allegations in the employment case and have not been established through a final ruling.
The class representatives submitted declarations from eight women. The Bureau of Prisons reportedly acknowledged that at least 50 women had submitted one or more related incident reports. The representatives estimated that the class could include at least 182 women.
An EEOC administrative judge certified the class on March 17, 2025. The Department of Justice accepted the certification decision in April 2025, and notices were being distributed when the wider suspension halted the proceedings.
What Does AFGE Allege?
AFGE argues that the indefinite pause violates the Administrative Procedure Act. This federal law allows courts to review agency actions that are unlawful, arbitrary, beyond statutory authority or unreasonably delayed.
The union says the EEOC created binding regulations requiring federal employee complaints to be processed promptly and without unnecessary delay. According to AFGE, the commission cannot simply stop an entire category of cases without changing those regulations through the required legal process.
The complaint also alleges that the EEOC failed to explain its reasoning, consider alternatives or provide a procedure through which workers could request an exception.
AFGE says the suspension harms its ability to advise and represent members. The union represents more than 800,000 federal civilian employees, including workers involved in pending or potential EEOC class cases.
Can the Workers File Directly in Federal Court?
Federal workers may eventually have the right to leave the EEOC process and file a lawsuit in court. However, AFGE argues that this is not an adequate solution for workers whose cases have already progressed through the administrative system.
Starting again in federal court could require employees to seek class certification for a second time, repeat discovery and rebuild evidence. That process could take years and involve substantial costs.
The union also argues that delays can cause evidence to disappear, memories to fade and employees to remain exposed to the conduct they are challenging.
What Is the Lawsuit Asking the Court to Do?
The plaintiffs want the court to declare the alleged suspension unlawful and set it aside.
They also want the EEOC ordered to notify administrative judges and parties in pending cases that processing must resume. The requested order would require the commission to handle class complaints under its existing regulations within a reasonable time.
The lawsuit does not ask the court to decide whether discrimination occurred at FCC Pollock or in every suspended case. Those issues would remain for the appropriate EEOC proceedings.
What Is the Current Court Status?
The case is titled American Federation of Government Employees v. Equal Employment Opportunity Commission and was filed in the US District Court for the District of Columbia.
As of July 31, 2026, the EEOC had not filed a substantive public response, and the court had not ruled on the requested relief. The EEOC directed questions to the Department of Justice, which declined to comment.
The lawsuit is therefore at an early stage. The main question is whether the EEOC had legal authority to pause federal-sector class complaints indefinitely or must immediately restore the process required by its existing regulations.