Loving your job and where you work is a goal of many workers in Minnesota and elsewhere. While this is attainable, some employees are dissatisfied with their place of employment. Maybe it is not their ideal career. Possibly, they are unhappy with their current pay.
While these things can be addressed by seeking a raise or employment elsewhere, this is not always the answer when an employee is experiencing a hostile work environment.
What constitutes a hostile work environment?
All employees have the right to work in a work environment that is free from discrimination, harassment and other hostilities.
There are two main categories of sexual harassment: quid pro quo and hostile work environment. Quid pro quo cases involve someone demanding sexual favors in exchange for better treatment at work. Hostile work environment cases involve a work environment where the harassment was so pervasive that it was unbearable.
Simply being unhappy, not liking your job or having disagreements with colleagues and supervisors does not constitute a hostile work environment.
Filing an action
There are laws in place that protect employees from a hostile work environment. This includes Title VII of the Civil Rights Act, the Americans With Disabilities Act and the Age Discrimination in Employment Act.
Thus, when an employee is forced to work in a hostile environment or an employer fails to correct the situation, they have grounds to file an employment law action.
Employment law actions can be complex and multi-faceted. An employee may have several claims in relation to their hostile work environment, making it imperative that they fully understand their situation and explore their rights and options.