Hostile Work Environment Lawyers

Hostile Work Environment

New York Attorneys for Hostile Work Environments

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Employees who suffer discrimination or harassment after refusing sexual advances from a boss or who complain to HR after inappropriate behavior in the workplace, often assume they don’t have legal grounds for filing a lawsuit. Here, there is a common misperception that if you haven’t been fired or overtly denied a promotion, you don’t have grounds for taking legal action against your employer. In reality, however, nothing could be further from the truth. Under Title VII of the 1964 Civil Rights Act, employers are legally and financially liable for creating or enabling what is referred to as a “hostile work environment.”

A hostile work environment includes a wide range of behavior and actions that take place – and are allowed to continue – in the office. In general, behavior or actions that involve intimidating, harassing, discriminatory, or retaliatory behavior that interferes with your ability to perform your job violate the requirements of Title VII.

At the New York employment law office of Leeds Brown Law, PC, we have the investigative resources needed to expose actions on the part of employers that create a hostile work environment. If your ability to perform your job is hampered by a hostile work environment, contact work discrimination attorneys at Leeds Brown Law, PC today.

THE CREATION OF A HOSTILE WORK ENVIRONMENT

A hostile work environment is often created after an employee reports unethical behavior or refuses sexual advances on the part of a co-worker. In response, a supervisor or other employees may engage in the following kinds of behavior that make it difficult for you to perform your job:

  • Increasing your workload for arbitrary reasons
  • Unreasonably shortening deadlines and turnaround times on projects
  • Providing contradictory direction or misinformation on projects that jeopardizes them
  • Taking action to socially isolate you
  • An unreasonable micro-management of you and your job
  • Excluding you from important kinds of communication
  • Providing a lack-luster or poor job performance that is clearly inconsistent with what you’ve accomplished

HOLDING YOUR EMPLOYER LIABLE FOR A HOSTILE WORK ENVIRONMENT

Employers that engage in these kinds of behaviors often hope to set an employee up to fail in order to justify firing them on the basis of poor performance or insubordination. Consequently, if you believe you’re the victim of a hostile work environment it’s essential that you begin documenting your case by doing the following:

  • Keep copies of all emails you receive that indicate different treatment or subtle harassment of you
  • Retain copies of final work products or documentation that they were successfully completed
  • Copies of communications between you and HR representatives

CONTACT NEW YORK HOSTILE WORK ENVIRONMENT ATTORNEYS

If your boss or co-workers are creating a hostile work environment for you, contact New York employment law attorneys at Brown Leeds Law, PC today to schedule an appointment and learn how we can help you. We can evaluate your case and discuss the legal options available to you. If we believe your case warrants legal action, our employment law attorneys will begin the process of recovering evidence and building your case while taking steps to ensure your job is protected.

Located in New York City, as well as Nassau County, the attorneys at Leeds Brown Law, PC offer high quality legal services and representation to clients throughout the five boroughs of Manhattan, including Wall Street, Midtown Manhattan, Brooklyn, Queens, the Bronx and Staten Island; and throughout Nassau and Suffolk counties on Long Island, including the Northshore, the Southshore, and cities such as Garden City, Carle Place, Hempstead, Mineola, Melville, Westbury, Hicksville, Levittown, Freeport, Massapequa, Valley Stream, Long Beach, Glen Cove, Syosset, Huntington, Bayside, Forest Hills, Manhasset, Whitestone, Commack, Brentwood and Riverhead, New York. Leeds Brown Law also extends its practice throughout all the counties of Nassau and Suffolk County, which includes the East end of Long Island, as well as to The Hamptons.

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