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Inland Empire Hostile Work Environment Attorneys

In order for a hostile work environment to become actionable it must involve discriminatory conduct within the workplace. A hostile work environment has basic requirements:

  • The complainant was subjected to harassment or harassing conduct; and
  • The complainant was subjected to that harassing conduct based on their protected status

A hostile work environment is different than what may be considered a difficult or challenging work environment. A hostile work environment often takes aim at a worker’s gender, sexuality, age, religious affiliation or other protected status. The Fernandez & Lauby Law Firm offers a complimentary case review for those who believe they were subjected to a hostile work environment. Schedule your appointment by calling 888-959-8508.

Conduct That Constitutes a Hostile Work Environment:

Whether or not a hostile work environment exists, the totality of the circumstances must be evaluated. Generally,

  • The conduct does not consist of one or two or a few isolated instances
  • In a hostile work environment, the harassing conduct is repeated and a pattern exists
  • If the conduct is sexual in nature, it may involve jokes or remarks of a sexual, rude, lewd nature
  • Sexual conduct may involve relentless, obvious staring that makes the recipient uncomfortable
  • Inappropriate touching or close bodily contact
  • Sexual contact of any kind

The Hostile Work Environment - Other Types of Harassing Conduct:

  • Insulting, derogatory remarks pertaining to the victim’s looks, personality or characteristics
  • Derogatory comments pertaining to the victim’s religion, ethnicity, race, background
  • Hurtful comments about the victim’s age, sexuality or sexual preference
  • Negative or hurtful comments pertaining to the victim’s mental, physical or other disability
  • Threatening the employee’s job security if they do not succumb to sexual favors
  • Being assigned work that is unreasonable and unmanageable especially in response to complaining to a supervisor

Contact an Inland Empire Hostile Work Environment Attorney for a Free Initial Consultation

A hostile work environment is prohibited under the California Fair Employment and Housing Act. If you were subjected to this hurtful conduct, you may seek compensation from your employer that may include back pay, front pay, damages for emotional suffering and in some cases punitive damages. Fernandez & Lauby, LLP, is a highly respected Southern California law firm, well known for protecting their client’s rights for more than 15 years. We offer a complimentary consultation to assess your case and review available options. There are no fees for a contingency case unless a favorable resolution is attained. To schedule your appointment, call Fernandez & Lauby at 888-959-8508.

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We make it a priority to provide outstanding legal support, advice and representation for clients throughout Southern California. From class action litigation involving groups of employees to individual representation for one employee, we are focused on building strong solutions for clients.

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News & Features

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--- Wednesday, June 29, 2016 ---

We just released a new page detailing critical wage information for California truck drivers.

--- Thursday, June 9, 2016 ---

Check out a new short article by Fernandez & Lauby regarding paid vacation benefits.

--- Thursday, November 12, 2015 ---

One of our employment attorneys discusses the details of missed meal breaks in her recent article, Hunger Pain Blues. Explore the legal details, penalties, and required extra pay regarding missed meal breaks in California.

--- Wednesday, November 11, 2015 ---

Trial Victory -- Fernandez & Lauby attorney, Brian Mankin recently prevailed at trial on an employee's individual unpaid wage claim in San Bernardino County Superior Court. The employee claimed that he was required to work more than 8 hours per day and/or 40 hours per week, but was only paid for 40 hours per week. He also claimed that he was given inaccurate wage statements. The employer claimed that it did not owe any additional wages. Mankin filed a lawsuit for failure to pay minimum wages and overtime wages, as well as failure to provide breaks and accurate wage statements. Following trial, the court awarded the employee his unpaid wages, interest and various penalties, plus the employer was required to pay approximately $60,000 in attorneys fees and costs to Fernandez & Lauby. If you were denied wages, misclassified, not given all required breaks or have any other concerns about your pay or working conditions, feel free to call, or email, the employment law team at Fernandez & Lauby for a free consultation. Most unpaid wage cases are handled by the firm on a contingency basis, meaning you don't pay unless you win.

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Phone: 951-320-1444 Toll Free: 888-959-8508
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Irvine, CA 92618
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