adminLegal Protections Against Workplace Harassment
If you have been subjected to harassment at work, it is vital that you take action quickly. Harassment is illegal and violates numerous federal laws such as Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967 and the Americans with Disabilities Act of 1990. Aside from the legal implications, workplace harassment can be a physically and emotionally damaging experience.
It is also a breach of trust between an employer and its employees, as it sends the message that company leadership doesn’t care about its workers’ safety and well-being. A good way to protect your employees and prevent harassment is to have a strong anti-workplace harassment lawyer policy in place and to train all staff on what constitutes bullying and sexual misconduct in the workplace.
While the law prohibits certain types of behavior based on protected categories, every instance of bullying and harassment is different. Typically, in order to be considered harassment under federal law, it must be severe or pervasive.
What Are the Legal Protections Against Workplace Harassment?
However, in New York City and State, as well as some other states, the law does not require that harassing behavior be pervasive or severe – any conduct that creates an intimidating or offensive environment may be considered harassment. This includes verbal or non-verbal behaviors like threats, insults, jokes, racial and derogatory statements, unwanted touching or patting, the display of sexually suggestive or offensive pictures or cartoons, blocking a person’s movement or body or standing too close, or any other inappropriate actions.
The best way to address a specific issue of workplace harassment help is to report it to a supervisor or human resources department immediately. Follow your employer’s established reporting guidelines and include as much documentation and evidence as possible to aid in the investigation. It is also critical to keep in mind that any negative job-related actions taken against you as a result of your reported harassment, including changes to your role or responsibilities, demoting you, failing you on a performance review, depriving you of training opportunities, and even firing you are likely to be illegal retaliation and could be grounds for a separate lawsuit against your employer.
In addition to following your company’s anti-harassment policies and procedures, it is important that you seek support from a trusted colleague or manager. This can help alleviate feelings of isolation that often accompany being the victim of harassment in the workplace. In addition, it is also helpful to discuss the situation with an experienced attorney who can help you understand your rights and explore all available legal options.
When a person is the victim of harassment in the workplace, they are entitled to several forms of relief under federal and state law. Those remedies include compensatory and punitive damages to compensate them for out-of-pocket expenses such as the cost of finding a new job, as well as emotional damage, pain and suffering, and other losses. If you are a victim of harassment, consult with an attorney as soon as possible to learn more about your legal options for justice.
