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To be unlawful, the conduct must create a work environment that would be intimidating, hostile, or offensive to a reasonable person.
An employer can be held liable for failing to prevent these workplace conditions, unless it can prove that it attempted to prevent the harassment and that the employee failed to take advantage of existing harassment counter-measures or tools provided by the employer.
That is why talking to an experienced employment law attorney is a good idea.
We understand what it takes to structure a compelling case on your behalf and we will make sure your rights are protected every step of the way.
Unwelcome verbal or physical conduct based on race, color, religion, sex (whether or not of a sexual nature and including same-gender harassment and gender identity harassment), national origin, age (40 and over), disability (mental or physical), sexual orientation, or retaliation (sometimes collectively referred to as "legally protected characteristics") constitutes harassment when: Hostile work environment harassment occurs when unwelcome comments or conduct based on sex, race or other legally protected characteristics unreasonably interferes with an employee's work performance or creates an intimidating, hostile or offensive work environment.
We help federal and private employees from the Washington, D. In addition to the discrimination requirement, a hostile work environment is only said to exist if the harassment is either severe or pervasive enough to become a defining condition of the workplace or to impede your ability to do your work.
When it happens to you, it can be personally and professionally devastating.
A hostile work environment is different from quid pro quo harassment.
Quid pro quo sexual harassment takes place when your boss or supervisor threatens you or changes your working conditions because you will not submit to his or her sexual demands.
Hostile work environment harassment involves a pattern of ongoing sexual harassment.