hostile work environment


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hostile work environment

Place of employment in which a reasonable person would find conditions that are abusive or intolerable. Prohibited conduct may take place repeatedly and may include physical intimidation; sexual harassment; or political, racial, religious, or sex-based discrimination.
See also: environment
References in periodicals archive ?
In addition, the circuit court concluded that material issues of fact remain with respect to whether the plaintiff had established that she was constructively discharged due to the hostile work environment and, perhaps, most important, if she was constructively discharged, whether that would amount to a tangible employment action, meaning no defense to liability could be offered.
However, it reversed the appeals court, concluding that the evidence created at least a triable issue of fact on the question of whether the warden's sexual favoritism was widespread enough to constitute a hostile work environment.
html) that the courts seem to be finding for victims of sexual harassment due to hostile work environment far more than they did initially.
Discrimination, sexual harassment, and a hostile work environment are zero tolerance issues.
The Court rejected Amtrak's argument with respect to hostile work environment cases, and decided that the unlawful employment practice in hostile work environment cases occurs when sexual or racial comments are made over a period of days or even years.
Can antidiscrimination laws punish hostile work environment harassment without infringing freedom of speech and expression?
Behaviors that create a hostile work environment, such as rudeness, discourtesy, malicious gossip and shunning, are prohibited.
Employees could sue claiming a hostile work environment.
The most widely known and discussed variations are quid pro quo harassment and hostile work environment claims.
Supreme Court has refused to review an appellate decision that allows contractors to sue business owners for promoting a hostile work environment.
Quid pro quo doctrine applied to cases of sex-based harassment that included sexual propositions; hostile work environment doctrine applied to all other sex-based harassment claims.
If the employer is asked not to investigate and doesn't, such inaction may be alleged in a later lawsuit to have permitted a hostile work environment to continue.