Harassment/Hostile Work Environment
Federal laws prohibit your employer from allowing a hostile work environment based on your race, sex/gender, religion, national origin, age or a disability. A hostile work environment is one in which an employee experiences harassment or discrimination on the basis of one or more of these protected characteristics that is so severe or pervasive that it creates an intimidating, offensive, or oppressive work environment.
To be considered a hostile work environment, the behavior must be severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. If you believe that you are experiencing a hostile work environment, it is important to document the incidents and contact our office so that we can guide to through the reporting process with your employer or to the Equal Employment Opportunity Commission (EEOC). Your employer is responsible for taking steps to prevent and address workplace harassment and discrimination. Failure to do so may be considered a violation of Title VII.
Federal law prohibits offensive conduct, such as racial or ethnic slurs, racial “jokes,” derogatory comments, or other verbal or physical conduct based on an individual’s race/color. The conduct has to be unwelcome and offensive, and has to be severe or pervasive. Employers are required to take appropriate steps to prevent and correct unlawful harassment.
Compensation and Other Employment Terms, Conditions, and Privileges
Federal Law prohibits discrimination in compensation and other terms, conditions, and privileges of employment. Therefore, race or color discrimination may not be the basis for differences in pay or benefits, work assignments, performance evaluations, training, discipline or discharge, or any other area of employment.
Contact us today for a free consultation regarding your situation and we can help determine if you have a legitimate case to hold your employer accountable.
Disclaimer
This information included is not intended to serve as a substitute for consultation with an attorney. Specific legal issues, concerns and conditions always require the advice of appropriate legal professionals.