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Do You Work In A Hostile Work Environment?

No employee should have to work in a hostile environment where he or she is discriminated against, threatened, or harassed because of his or her color, gender, age, sexual orientation, or other protected status. If you work in a hostile work environment, contact Avila & Shaddow Attorneys at Law today. Our lawyers can help.

What Is A Hostile Work Environment And What Is Not?

A hostile work environment does not just mean that your co-workers are mean to you or talk about you behind your back. While these actions may make your job difficult, they do not amount to the definition of a hostile work environment.

An important element of a hostile work environment is that the discriminating behavior, sexual harassment, or threats are based on race, sex, religious beliefs, national origin, disability, age, or another protected class. The behavior must be sufficiently “severe or pervasive” to affect the employee’s work performance or ability. Whether an employer is responsible for co-worker harassment will depend on whether it knew about the harassment and failed to do something about it. An employer is liable for a supervisor’s harassment whether or not it was aware of it.

A hostile workplace may involve the following actions that are described in Title VII of the federal Civil Rights Act of 1964:

  • Sexual harassment
  • Unwanted sexual advances or racial comments
  • Unwanted exposure to pornography or racial jokes
  • Discrimination based on age, race, religion, gender, disability, or other protected status
  • Threats or harassment based on ethnicity or national origin

Work With Our California Attorneys

In short, if you experience discrimination, harassment or retaliation as a result of your disability, gender, color or any other characteristic protected under the law, you may have a hostile work environment claim and may be entitled to damages.

For help with your employment law issue in the Los Angeles area, talk with an experienced employment attorney about your situation and get advice about your next steps, contact Avila & Shaddow Attorneys at Law today.