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Understanding hostile work environments from the employer’s view

On Behalf of | Jan 7, 2021 | Employment Litigation |

One of the greatest assets that a company can acquire is a solid team of employees. It can take time for an entity to retain the best people for each job that is required, and more time for those employees to grow together into a highly functioning group. California employers throughout Los Angeles metropolitan area work hard to secure bright, motivated workers for their organizations.

All of that work, though, can begin to erode if employees believe that they have suffered discrimination or harassment at work. One form of harassment that is sometimes alleged in workplaces is sexual harassment. Many sexual harassment claims are built off allegations of hostile work environments.

What is a hostile work environment?

The basis for hostile work environment claims grows out of Title VII to the Civil Rights Act of 1964. Claims of sexual harassment based on hostile work environment generally allege that the alleged victim was subjected to unwanted sexual conduct that was pervasive enough to create an abusive or hostile environment for work. When an employer is found to have fostered an allegedly hostile work environment, they may be held to correct the wrongs the alleged victim suffered?

Understanding hostile work environment claims

When an employee alleges that they have suffered sexual harassment at work due to a hostile work environment, it is important for employers to take action to understand and address the serious allegations. Many employers benefit from having processes in place and made known to employees for reporting and addressing sexual harassment at work. Often a human resources office may be responsible for fielding and investigating claims of sexual harassment at work.

If a claim of sexual harassment reaches the Equal Employment Opportunity Commission, an employer should be ready to defend itself against possible allegations. Evidence may be sought to establish the scope, timeline, and hierarchy of the alleged harassment and participants, and the employer’s alleged knowledge of the occurrence of harassment. A employment law attorney will have the knowledge to support an employer facing these and other employee claims, and can provide case-specific guidance. No part of this post should be read as legal advice.



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