Hostile work environments can be detrimental to one’s self-esteem and lead to the employee suffering mentally or physically and being forced to resign from their position. Situations of a hostile work environment arise when the supervisor, manager, or other employer does not act in the prevention of the hostility. According to The Melton Law Firm website, there are specific areas in which hostile work environments can be categorized.
Age: Older employees often suffer from hostility based on their age. In these situations the victim must be over the age of forty, the harassment they are experiencing must be based on their age, and the employer must have not prevented the harassment in any way.
Gender: Unfortunately gender discrimination is still common in the workplace. A hostile work environment based on gender differences must include derogatory remarks or gestures made over time and/or persistent preference by the employer for one gender in regards to job advancement.
Race: Slurs, jokes, comments, and any other offensive conduct based on race can contribute to a hostile work environment. Unfortunately, employers occasionally participate in these types of offenses.
National Origin: National Origin offenses can be similar to racial offenses. Offenses can include, but are not limited to, offensive references, denial of advancement based on origin, and termination based on origin.
Disability: The victim in this type of hostility must be protected by the Americans with Disabilities Act, have documented disabilities, and must be considered as disabled by their employer. Hostility can be wide and varied but can include offensive gestures, jokes, and references.
Unfortunately if these types of situations persist, an employee may feel the need to resign from their position. If this happens they may be able to seek compensation that covers loss in income either in the past or for the future, the costs associated with their suffering, as well as the legal costs.