Minneapolis Hostile Work Environment Attorneys
What Is Considered a Hostile Work Environment?
Both federal law and the Minnesota Human Rights Act prohibit harassment or a hostile work environment based on an employee’s membership in a protected class (e.g., race, sex, gender, religion, disability, pregnancy status, or national origin). According to the U.S. Equal Employment Opportunity Commission (EEOC), a hostile work environment occurs when harassment establishes a work environment that a reasonable person would view as intimidating, hostile, or offensive. Petty slights, annoyances, and isolated incidents are not illegal unless the isolated incident is especially hostile.
Harassing behavior can include physical conduct, as well as verbal conduct like racist epithets, slurs, or derogatory comments. The conduct is considered harassment if it communicates an offensive or abusive message to the harassed employee because of their race, sex, gender, religion, disability, pregnancy status, or national origin. The harassing conduct must also be so severe or pervasive that it creates an intolerable work environment for the harassed employee.
What Should I Do If My Work Environment Is Hostile?
If you are a victim of workplace harassment, you should ask the offender to stop, and then notify your employer about the harassment. If you inform your employer that you are being harassed due to their protected status, they must take action immediately to put an end to the conduct. Employment manuals or handbooks often provide employees with companies’ policies and procedures for addressing workplace harassment.
Nichols Kaster, PLLP can help guide you through the often-complicated process of pursuing a claim if your employer permits behavior and conduct that amounts to a hostile work environment. Our talented and experienced attorneys are committed to fighting for the justice our clients deserve.
Retaliation $9.4 Million
Nichols Kaster obtained a successful jury verdict for a BNSF railroad employee on a Federal Railroad Safety Act retaliation claim.
Retaliation and Discrimination $1.2 Million
Nichols Kaster obtained a jury verdict for a task force Special Agent in South Dakota on sexual harassment and retaliation claims.
Fair Labor Standards Act Retaliation U.S. Supreme Court
Nichols Kaster confirmed the standard protecting workers from retaliation for verbally reporting to employer violation of wage and hour law in front of the Supreme Court.
Disability Discrimination Confidential
Nichols Kaster obtained the second-largest settlement ever paid by the City of Saint Paul in an employment suit.