Dallas harassment lawyers represent clients in Fort Worth, Dallas and other parts of Texas in employment-related harassment claims. It is unlawful for your employer to harass you or allow a hostile work environment to exist on the basis of a protected trait or the exercise of a legal right. If your employer violates these employment laws then you should contact a Dallas harassment lawyer.
Workplace harassment in Dallas, Texas
Most people think of workplace harassment as sexual harassment but harassment at work may occur for many other reasons. Harassment may arise from age, disability, race, national origin, religion. It may also occur for exercising an employment right like FMLA or complaining about unlawful behavior. Harassment must be offensive, unwelcome behavior. A claim for harassment against an employer requires in most cases for the harassment to reach a point where it has an actual negative effect on your job or is so bad it is impossible to remain in the job. When harassment becomes this bad it can create a claim for constructive discharge. Perpetrators of harassment can include supervisors, owners, coworkers, customers, clients, or outside vendors.
Often employees work under managers or supervisors who are not good people and enjoy harassing employees for no particular reason or for no unlawful reason. Harassment only leads to a lawsuit when an employer creates a hostile work environment on an unlawful basis. When in doubt it is better to talk to a Dallas harassment lawyer to assess the situation.
Harassment at work/hostile work environment in Dallas, Texas
Unlawful harassment, often called hostile work environment, in employment occurs when an employer makes work conditions intolerable on the basis of a protected trait or protected right. The protected traits include race, age, disability, national origin, sex, gender, military service, religion and possibly sexual orientation. The protected rights include requesting FMLA leave, requesting an accommodation to a disability or religious practice, complaining about improper pay conditions, complaining about safety conditions to OSHA, participating in union activity and participating in an investigation of an EEOC complaint. (There are many others.)
The act of harassing employees often occurs in two ways. First, the employee is subjected to comments, images and behavior targeting the protected trait or protected right. Second, management takes action to affect work conditions to make the employee feel uncomfortable and quit. This might include changing schedules or work assignments, pay cuts, demotions and moving the employee to an unusual work location. If you suffer harassment of this type at work then you should contact Dallas harassment lawyers right away.
Sexual harassment in Texas
Sexual harassment is a unique form of employment harassment because it also opens the door to quid pro quo harassment. Quid pro quo harassment occurs when the employer demands the employee engage in a romantic or sexual act with a supervisor as a condition of work. This might be in exchange for a promotion, to avoid termination or demotion, for a pay raise, to stop a pay cut, or merely to continue working.
How Dallas harassment lawyers can help
Texas harassment claims can be difficult to prove. Not all harassment is motivated by an unlawful purpose. Nor is all harassment so bad that it meets the legal standard for a lawsuit. Additionally, many harassment claims require specific pre-lawsuit procedures. If you believe your workplace is becoming a hostile work environment you should contact a Dallas harassment attorney right away to discuss the situation and what steps you should take. Often in the early stages of a harassing situation your employer can take steps to eliminate the problem and keep your job on the right path. If not then you need to know the right steps to take to protect and assert your claim. A lawsuit for workplace harassment in Texas can offer remedies including reinstatement, lost wages, lost benefits, mental anguish, punitive or liquidated damages, attorney’s fees and court costs.