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Hostile work environments: What every employee in California should know

On Behalf of | Apr 11, 2022 | Harassment & Discrimination

Many instances of workplace harassment are due to the bad actions of a single employee or manager. But in a broader sense, it’s often the workplace culture itself that allows the harassment to happen. In many cases, the workplace culture even encourages harassment or discrimination against employees.

So who is to blame for a hostile work environment that allows for harassment and discrimination to happen?

1. Employers in California are responsible for addressing complaints of harassment and discrimination

If you are being harassed or discriminated against at work, you can provide a written complaint to your employer. Unfortunately, many people don’t feel comfortable doing this, especially if the manager or owner of the company essentially encourages a hostile work environment. In some cases. the manager or employer may actually be the driving force behind the harassment or discrimination.

If you feel uncomfortable or afraid to report harassment to your employer, you are not alone. You can contact a California employment law attorney to discuss your case. California law provides some of the strongest protections in the world for workers. An attorney with experience in employment law can listen to your concerns and explain your options. If you have been harassed or discriminated against, you may also be entitled to significant compensation for what you have endured.

2. A hostile work environment often affects multiple employees

Harassment and discrimination happen in virtually every type of work environment, including office jobs, restaurants, retail stores, factories and warehouses. In many cases, multiple employees at the same company have been subjected to harassment or discrimination. When this happens, the employees may have grounds for a class action lawsuit, which could result in compensation for all the affected employees.

For more on employment class actions in California, please see our Class Action Overview.