Chesterfield County Hostile Work Environment Attorney

Serving the Greater Richmond Area, Virginia, & Maryland

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There are few things worse than being caught up in a hostile work environment, and if you find yourself in this unfortunate situation, you may wish to hire a knowledgeable Chesterfield County hostile work environment attorney who can work to attain the compensation and justice you deserve. Contact Passero Employment Law today to learn more about how our firm can help you.

Do I Need a Chesterfield County Hostile Work Environment Attorney?

When someone is involved in a hostile work environment, they may feel unsure of where to turn, as they often feel surrounded by individuals who are looking to harm them in some way, or, at the very least, are of no help whatsoever. That being said, our Midlothian employment attorney is on your side. No worker should feel backed into a corner.

What Qualifies as Harassment?

There are various ways in which harassment occurs, though harassment is generally considered physical touching, verbal threats, slurs, or offensive “jokes.” That being said, you should understand that in most cases, harassment must be persistent (known as “severe and pervasive” under the law), meaning that oftentimes, a one-off comment, however rude, may not warrant grounds for a harassment lawsuit. If you believe that you are a victim of harassment, our Chesterfield County hostile work environment attorney is here to help.

What to do in a Hostile Work Environment

If you believe that you are in a hostile work environment, you should report the harassment either to the HR department at your company or to your management. If you’ve done so and nothing has changed, or your supervisor is the one harassing you, you should consider speaking with our firm.

Contact a Chesterfield County Hostile Work Environment Attorney

All those who believe they are unfairly subjected to hostile work environments should not wait to take action. Contact Passero Employment Law today to schedule your initial consultation.

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