Frequently Asked Questions
What are some examples of a hostile work environment?
Some examples of conduct that rises to the level of a hostile work environment include:
-
Sexual advances that are unwanted
-
Name calling
-
Frisking
-
Unwanted touching
-
Slurs
-
Verbal or physical assaults
-
Bullying
-
Presenting you with lewd or offensive pictures
-
Interfering with your ability to work effectively
-
Making comments about your age
-
Making rude or offensive comments about your religion
-
Inappropriate jokes
How do you prove if your work environment is hostile?
In order to hold your employer liable because of a hostile work environment, you must be able to show that the conduct is indicative of an ongoing severe or pervasive pattern of harassment. This means that a single incident can be enough to show that you are a victim of a hostile work environment. However, if you are claiming hostile work environment for a single incident, the conduct must have been extremely severe. With a hostile work environment lawyer by your side, the chances of recovery are greatly increased.
How do you know if your work environment is hostile enough to file a lawsuit?
It is not unusual for many superiors to be rude or unpleasant to their employees. Often times, their conduct does not rise to the level of a lawsuit. But if you start to notice a pattern of conduct that is focused on a specific group of people, then you may find that it is time to talk to a lawyer.
The following list, while not exhaustive, illustrates what types of hostile work environments may lead to a viable claim:
-
You have a boss that overly rude and abusive through the comments he constantly makes. However, you begin to realize that these comments are almost always made to women, while men are rarely ever reprimanded
-
Your employer shows the females in your office pictures of male genitalia
-
You notice that your boss is quite mean towards people in your office, often making derogatory comments. However, these comments are directed to people of a certain religion.
