Employees should not have to work in an environment where they are subjected to harassment based on their race. The unfortunate reality is that racial harassment continues in workplaces throughout the United States. From the use of racial slurs to the creation of a hostile work environment, racial harassment remains widespread.
At Shelton Law Practice, LLC, we represent employees who have been subjected to racial harassment in the workplace. Racial harassment occurs when an employee is subjected to a hostile work environment on the basis of his or her race. If you are a Georgia-based employee who was harassed based on your race, contact our office at (404) 865-3771 to schedule a case evaluation.
What Is Racial Harassment?
Racial harassment on the job is not acceptable, nor is it lawful. Your employer has certain obligations under the law to see that employees are not subjected to a racially based hostile work environment. If your employer is aware of racial harassment and fails to respond appropriately and effectively, your employer may potentially be liable under the law.
For example, a racially based hostile work environment can include the use of racial slurs, racially insensitive or racially degrading comments, and racially offensive symbols or photographs in the workplace.
What Is a Hostile Work Environment?
While any racially driven comment is offensive, alone it may not be enough to constitute harassment or the creation of a hostile work environment. The law requires that the harassment or mistreatment be severe and pervasive. The conduct must be egregious enough that the work environment has become intimidating or abusive.
Additionally, it must be enduring, meaning that a single comment (unless serious) would likely be insufficient to amount to harassment. However, it is important to note that racial harassment or discrimination cases are handled on a case-by-case basis meaning that the individual facts matter and will be taken into consideration with a totality of the circumstances.
Thus, it is essential to contact a racial harassment lawyer in Atlanta as soon as possible to determine your legal options if you feel harassed or mistreated at work on the basis of your race.
What Constitutes Racial Harassment?
Racial harassment can be the result of any offensive conduct that is based on a person’s race or color. Harassment does not have to be verbal, it can include nonverbal actions that make a person feel uncomfortable.
Examples of racial harassment may include:
- Repeated jokes or innuendos about a person’s race;
- Spoken or written slurs;
- Offensive language or name-calling;
- Physical conduct or assault; or
- Racially-driven drawings, memes, or symbols.
Not every inappropriate comment or incident at work is sufficient to give rise to a racial harassment claim as defined under the law. Therefore, if you believe you have been subjected to racial harassment on the job, you need to have your employment matter reviewed by an attorney. Contact us immediately to schedule a consultation to learn more about your rights.
What to Do If You Are Being Harassed at Work
If you are a Georgia-based employee who is being harassed on the job, you need to take action. Racial harassment happens all too often and often goes unreported. One of the first steps you should take is to document the harassment. Make a written record of the racially-driven conduct, writing, or offenses.
Provide the written record to your supervisor or human resources department. Making a timely report with your employer may prove critical to your case. Continue to report the misconduct if it is ongoing. Making these reports helps to prove that the harassment was pervasive.
As soon as possible, you should consult with a racial harassment lawyer in Atlanta. A lawyer will provide you with the resources and counsel you need to determine your legal options.
Were You the Victim of Racial Harassment at Work?
If you were subjected to racial harassment at your workplace, contact our office at (404) 865-3771 to schedule a consultation. All consultations are confidential and provided without obligation to retain our firm.
