Every employee needs and deserves to work in a suitable work environment, without having to face mistreatment that can go from a comment to a physical assault. When there is no respect for the variety of ideas, nationality, race, creed, disability, sexual orientation, social status, sex, or age, it is considered a hostile work environment.
This type of environment results in the employee feeling incapable of performing their work or part of it, or developing illnesses due to stress.
You have the right to use the laws that protect employees in cases of abuse or mistreatment at work with the advice of the most expert employment lawyer long island, such as the team of lawyers of David H. Rosemberg. This legal office is made up of a group of experienced attorneys specializing in Employment Law.
There are no problems that arise in employment that they cannot handle because their exclusive dedication is to the Employment Law and they have numerous successful cases to their credit. If you are facing wrongful termination, it’s time to contact the best wrongful termination lawyer.
For a case to be classified as a hostile work environment, it must meet certain legal requirements such as covering the following situations: Sexual harassment, discrimination based on age, pregnancy, gender, disability, sexual orientation, national origin, religion, or criminal conviction. In this line of the legal branch, the David H. Rosemberg team are the most efficient lawyers for employees
Sexual harassment is another legally defendable and legally enforceable situation according to the Employment Law, so you can seek advice from the most competent lawyers for employees because it is illegal.
There are two ways of sexual harassment: One is when the employee is required to tolerate the harassment to receive some type of benefit such as a promotion, increase, or to keep the job. Another is the abusive treatment in the form of inappropriate language, offensive comments, or of an explicit sexual nature.
Feel free to consult the most experienced in labor law, David H. Rosemberg’s office.