Workplace disturbances that upset workers, detriment their ability to perform duties or threaten their well-being constitute hostile environments. Employees are under no obligation to accept continuous hostility, though many feel their standard of living will suffer absent from their current position. Those who’ve been exposed to unwarranted hostile actions, whether from another employee or employer directly, may be entitled to compensation.
JML Law provides exceptional legal counsel to those seeking an experienced Los Angeles hostile work environment attorney. Certain legal conditions must be met before claims can be successfully litigated, although many aggrieved employees suffering depression and other conditions due to hostile workplaces may have a prima facie case established based on sufferance alone.
What Constitutes ‘Actionable Hostility’?
Natural disturbances – loudly popping bubble gum, makes loud gestures when excited or talking violently with one’s hands – may constitute an ‘annoyance’, but would fail in court. However, if these gestures crossed into protected classes, such as making loud racial slurs or circulating sexually explicit photos of other coworkers, and actionable case of workplace hostility is born.
Anything which violates Civil Rights Act, EEOC regulations or federally protected persons could turn an otherwise peaceful workplace into pandemonium, meriting JML Law’s involvement should those persons feel obligated to bring claims to us.
Prior to bringing claims to our attention, keep in mind questions JML Law’s team may ask:
- Were acts which created workplace hostility discriminatory in nature? That is, based on race, religion, color, creed, nationality or the likes?
- Was there only one isolated incident which created upheaval, or is this activity pervasive? If the latter, was Human Resources notified of these activities?
- Were the pervasive events severe? By severe, we mean disruptive enough that regular tasks became impossible to complete, or career progress was halted.
- Did your employer know about these incidents but refuse to intervene? Depending on how widespread hostility gets, an employer’s obliviousness may fail in their defense.
- Are you relatively new to your company, or have you accumulated seniority?
Employers normally act vigilantly in ending hostile workplaces, although a growing number either choose to allow these acts or simply don’t care what happens. It’s worth noting employers both in private and public sectors are bound by EEOC laws when employee base exceeds 15, or 20 if the issues are age-related.
Peaceful Workplaces are Your Right
Unfriendly workplaces benefit no one. Blue collar or professional workers subjected to constant strife develop depression, stress-related health problems and find themselves choosing sanity overpaying their mortgage. Berating bosses, groups of employees constantly creating chaos, you name it – JML Law has taken cases where once normal professionals turned into unstable time bombs because employers turned their backs to workplace hostility.
If pervasive acts of discrimination have forced workers into making hard choices, let JML Law’s skilled Los Angeles hostile work environment attorney handle your claim. We offer no-charge case evaluations to better acclimated ourselves with your situation and will expound whatever resource is necessary to bring those creating civil injustices at work to justice both punitively, and financially.
Get Your Questions Answered. Contact Our Lawyers.
Every case is unique and needs to be evaluated by our experienced lawyers. If you have been injured in a work-related accident, give us a call at 818-610-8800 or send us an email to schedule a free initial consultation. There is no risk to meet with us. We get paid only if we win your claim.