In most situations, commercial disputes can be settled out of court, even when a lawsuit is filed. An experienced attorney can negotiate for a fair settlement. Settling your case can be better than litigating it to save court costs and legal fees.
The Lyon Firm has the resources to pursue negotiation and settle cases in the best interest of plaintiffs nationwide.
Legal claims against employers have been on the rise in recent years, alleging instances of discrimination and harassment at the workplace that often lead to serious misconduct and ultimately terminations and lawsuits.
Employees who have experienced harassment at the workplace have the legal right to sue their employer under certain circumstances, and large financial settlements can help offset the damage caused by emotional trauma and the loss of a job.
However, while “hostile workplace” is a common phrase, few circumstances meet the legal definition required to file a successful claim. There are no federal laws that uniformly protect workers from bullying at the workplace, though there are protections for more specific kinds of harassment and discrimination based on age, religious affiliation, disability, gender, sexual orientation and ethnicity.
Contact a hostile work lawyer to discuss possible settlements. Anti-discrimination and harassment laws protect employees from being treated negatively in matters of hiring, pay practices, promotions, and training opportunities.
Joe Lyon is a highly-rated workplace harassment attorney and employment lawyer representing plaintiffs nationwide in a wide variety of workplace harassment and labor violation claims.
A hostile environment can be defined as unwelcome (unwanted) conduct of supervisors, co-workers, customers, contractors, or anyone else with whom and employee interacts with on the job, if the unwelcome behavior renders a workplace intimidating, hostile, or offensive. Examples of an unlawful hostile environment may include:
ABOUT THE LYON FIRM
Joseph Lyon has 17 years of experience representing individuals in complex litigation matters. He has represented individuals in every state against many of the largest companies in the world.
The Firm focuses on single-event civil cases and class actions involving corporate neglect & fraud, toxic exposure, product defects & recalls, medical malpractice, and invasion of privacy.
NO COST UNLESS WE WIN
The Firm offers contingency fees, advancing all costs of the litigation, and accepting the full financial risk, allowing our clients full access to the legal system while reducing the financial stress while they focus on their healthcare and financial needs.
Harassment is unwelcome conduct based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.
According to the U.S. Department of Labor, harassment becomes unlawful when 1) offensive conduct becomes a condition of continued employment, or 2) the offending behavior is severe or pervasive enough to create a work environment that reasonable employees consider intimidating, hostile, or abusive.
Petty slights, jokes, and single incidents are typically not on the level of illegality. Offensive conduct may include slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance.
Understanding when a workplace qualifies as being hostile is important for employers and employees. What can seem like harmless teasing can actually result in huge settlements for victims of constant workplace abuse. The potential liability of hosting a “hostile work environment” is complex and cannot be ignored.
Employers are encouraged to implement clear policies against harassment, and are responsible for not only establishing but also enforcing protocols for reporting and investigating complaints.
Managers and employers who make a concerted effort to promptly and adequately resolve a complaint can save themselves substantial time and money, and can create a reasonable and comfortable work environment for all employees.
An employer is automatically liable for harassment by a supervisor that results in a negative action such as termination, failure to promote or hire, and loss of wages. If a supervisor’s harassment results in a hostile work environment, an employer can avoid liability only if they can prove that they reasonably tried to prevent and promptly correct the harassing behavior.
Labor recruiters all over the world use threats, deception, debt, or other forms of coercion to entice foreign workers into unfair work placement programs. The employers and recruiters make money and the workers are left with very little in the end.
This is especially a reality in the hospitality (hotels, resorts, restaurants), agriculture, landscaping, domestic service, nursing home and long-term care facility, nail salons and spas, and construction industries.
Labor traffickers and recruiters often make false promises of good opportunities in America, and workers wind up in terrible living and working conditions with little pay. Employers control passports and the workers’ finances to the point where they have no choice but to stay.
This is forced labor in America, a problem for millions of migrant and overseas workers. Racial and sexual discrimination are among the serious problems facing the nation’s migrant workers. Since 2007, the National Human Trafficking Hotline has received reports of over 7,800 labor trafficking cases inside the United States.
Businesses need to be held accountable for the way they treat and compensate workers. Discrimination, unpaid wages, harassment and labor law violations can be litigated in order to properly compensate employees and prevent others from experiencing the same violations in the future.