Hostile Work Environment & Harassment
Need an employment law attorney for a harassment claim in Jacksonville?
Most workplace anti-discrimination laws prohibit employers from harassment
of employees on the basis of a protected status or activity. The most
common and well-known form of harassment is sexual harassment. However,
statutes, that prohibit discrimination on the basis of age, disability,
national origin, race, and religion, also prohibit unlawful harassment,
which can be grounds for a hostile work environment claim.
A hostile work environment includes unwelcome conduct or comments that
are severe or pervasive such that the harassment alters the terms of employment
and creates an abusive work environment. In a hostile work environment
case, an employee is subject to regular and offensive actions that for
example may include negative:
In order for an office or job site to be considered a hostile work environment,
the abusive, inappropriate, or unlawful actions must be made on the basis
of a protected class status or activity. Hostile work environments do
not have to be directed at a particular employee but can slight a particular
group. For example, if racially derogatory acts and comments are directed
at a race in general of which an employee belongs, that employee may have
a valid hostile work environment claim.
How to Take Legal Action
Regardless of the specific nature of the harassment, employees should know
how and when to address such conduct with their employees. If not properly
addressed, a harassed employee may find his or her job and career in jeopardy.
On the other hand, a valid hostile work environment case can warrant significant
damages against the employer. Some of the damages can include:
- Lost back pay
- Lost front pay
- Emotional distress damages
- Punitive damages
- Attorney fees
To speak with a
Jacksonville employment attorney who is experienced in litigating hostile work environment claims,
contact the Law Office of Shands M. Wulbern, P.A. Call to schedule a case evaluation with the firm.