Harassment that leads to a hostile work environment can have serious and lasting effects on the employee who is the object of the harassment, but it also can negatively affect other employees and the company. If you have a concern related to a hostile work environment, you need the advice of a knowledgeable Atlanta hostile work environment lawyer. The hostile work environment attorneys at Parks, Chesin & Walbert have a thorough understanding of discrimination and harassment laws. We have the skills to assist you in filing a claim based on a hostile work environment.
Title VII of the Civil Rights Act outlawed discrimination with respect to employment compensation, employment terms, or conditions or privileges of employment because of a person’s race, color, religion, sex, or national origin. Discrimination includes harassment based on those reasons. Age-based harassment of a person who is 40 or older is prohibited by the Age Discrimination in Employment Act of 1964. Likewise, the Americans with Disabilities Act (ADA) prohibits harassment on the basis of a person’s disability. Pursuant to the Genetic Information Nondiscrimination Act of 2008, moreover, employers may not harass employees based on their genetic information. Harassment is unwelcome conduct based on one of the prohibited reasons mentioned above. Minor jokes or teasing are generally not illegal. Harassment is illegal when enduring the conduct is a condition of continued employment, or the conduct has become so severe or pervasive that it results in a hostile, intimidating, or abusive work environment.
Harassment can come from the employee’s supervisor, another supervisor, co-workers, or even non-employees such as customers or vendors. When harassment creates a hostile or offensive work setting, other workers also may be impacted by the offending behavior. Any employee affected by the conduct may be able to file a charge or pursue a lawsuit, even if that employee is not the direct target of the harassing behavior.
Employers may not retaliate against a person for opposing discriminatory conduct. An employer retaliates against a person when it takes an adverse action because the person engaged in a protected activity. Adverse actions may include termination, denial of promotions, threats, negative evaluations, and negative references. Protected activities include complaining about the alleged discrimination, filing a charge with the EEOC or other agency, cooperating in an employment discrimination proceeding, filing a charge, cooperating with an internal investigation, and testifying or acting as a witness in an EEO investigation or litigation.
The remedies available in any employment discrimination case depend heavily on the facts of the case and the law that forms the basis of the claim. Remedies for hostile work environment discrimination claims may include an injunction enjoining the harassment, reinstatement, back pay, front pay, and compensatory and punitive damages.
The Atlanta workplace harassment lawyers at Parks, Chesin & Walbert understand discrimination laws. We have the knowledge and skills to help you understand your legal rights and obligations related to a workplace harassment issue. If you have a concern related to workplace harassment, call us at 404-873-8048 or contact us online to set up a no-cost initial consultation.