However, the stress of operating in a workplace that was so hostile began to take its toll in a number of ways.  The first was in her job performance.  She just could not focus on the details that her job required.  She was always on guard waiting for the harasser to come around and thinking about how she should reply.  She would rush end of the day projects to be sure that she could walk out with other coworkers and not be caught alone with the perpetrator.

Addressing the harasser directly had no effect.  He simply mocked her concerns, told her she was making a big deal out of nothing and redoubled his efforts.  He knew he was getting under her skin.  Talking to her supervisor was not much better.  The supervisor implied that she was making a mountain out of molehill, that the comments were harmless, and that she should just get over it and do her job.  While the supervisor did have a talk with the harasser, it was obvious to Sarah that it was just a matter of form  Her nemesis gave her a smirk as his walked out of their boss’s office.

There seemed to be no relief to the situation.  The stress began to take a toll on Sarah’s health.  While she had always been a positive person, she began to become more withdrawn and experience panic attacks.  After a visit to the doctor, she discovered she had developed ulcers.

Concerned, her family asked what was wrong.  She reluctantly told them the situation.  Her sister indignantly told her that the situation she was in was outrageous, that the workplace was hostile, and that there were federal laws in place to guard against that.  As Sarah was in a protected class based on gendered as per the Civil Rights Act of 1964, her employers were required to take decisive action to put an end to the hostile environment.

Now rather than feeling the situation was hopeless, Sarah was energized to take action.  She researched the requirements necessary for proving her workplace was hostile.  She began documenting the instances of harassment so that she could prove that the conduct was both offensive and persistent.  When she reported the harassment to her supervisor again, she did so dispassionately and in writing with supporting documentation.  Her employers were put on notice and began to take the situation seriously.

If you are in a hostile workplace, do not despair!  Educate yourself and take action.  First try changing the way you interact with your boss and coworkers.  Our free report, “How to Save Your Job” gives 7 successful strategies.  If the problem continues, it is important to know your legal rights.

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If you have been in the work force for any time at all, the odds are good that you have been in some unpleasant situations created by coworkers or managers.  However, when can  that unpleasantness be considered to create a hostile workplace?  What are your remedies to combat a hostile work environment?

What is Considered a Hostile Workplace?

The concept of and remedies against a hostile workplace were created with the Civil Rights Act of 1964 and Title VII which provides employee defense against “unwelcome verbal or physical conduct” against those who are in a protected class.  The protected classes include harassment based on: race, gender, national origin, or disability.

There are two criteria for determining if the conduct applies:

1. If it is ongoing and pervasive enough to be considered to create a hostile work environment OR
2. If the harassment is done by a supervisor and if it could have an impact on the employee’s benefits or employment status.

Signs of a Hostile Workplace

Are inappropriate or derogatory comments made to you or about you on a repeated basis and your requests are ignored?  Keep in mind that you may find some coworkers’ comments offensive that do not fall in one of the protected classes.  Do coworkers or supervisors fail to keep appropriate physical boundaries and engage in inappropriate touching that makes you feel uncomfortable?

Do you believe that your supervisor has unfairly withheld promotions or raises and that it is based on your status in one of the protected classes?

While some supervisors have a managing style that would not win them the Citizen of the Year award, being a jerk does not necessarily qualify them as violating Title VII of the Civil Rights Act of 1964.  The harassment must be towards or about a protected class in order for Title VII to apply.

If you are in a hostile workplace, there are several remedies available to you.  First try changing the way you interact with your boss and coworkers.  Our free report, “How to Save Your Job” gives 7 successful strategies.  If the problem continues, it is important to know your legal rights.

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