What Qualifies as Workplace Harassment in Ohio?

As a dedicated employee who works hard every day, you shouldn’t be subjected to workplace harassment. Both federal and Ohio law prohibits many forms of this unlawful conduct, which falls under employment discrimination. Unfortunately, knowing what qualifies as harassment on the job can be challenging because your experience may not meet the legal standard needed to pursue a complaint or lawsuit. 

Fortunately, the laws that provide your rights as an employee do offer some guidance. This can help you get a general idea if your own experiences qualify as workplace harassment, though it’s best to speak with a qualified Ohio employment discrimination attorney, as well. If you suspect your rights have been violated under these crucial laws, don’t hesitate to contact Hux Law Firm today and schedule a free consultation. 

Examples of Workplace Harassment 

Before going over a few examples of what is considered workplace harassment in Ohio, it’s essential to understand not every instance of offensive conduct will qualify. Isolated incidents and annoyances typically aren’t illegal. According to the Equal Employment Opportunity Commission (EEOC), the following qualifies as workplace harassment: 

  • Offensive jokes and pictures, both spoken or visual
  • Physical abuse
  • Threats
  • Insults and humiliation
  • Slurs and name-calling
  • Abuse of power

Of course, numerous other scenarios could be added to this list. For example, suppose you feel that your workplace has become too hostile to work in or abusive because of an issue with your age, sex, race, disability, religion, or other protected class. In that case, it may fall under the category of harassment. 

You may be surprised who could be guilty of this conduct: 

  • A co-worker
  • Your supervisor or manager
  • A non-employee
  • Upper management from other departments and/or locations

Federal Laws Providing Protection from Workplace Harassment

Ohio employees have protection from workplace harassment by employers because of state and federal laws. Primarily, the following three acts are relied upon to enforce these rights:

Title VII of the Civil Rights Act of 1964

Enacted in 1964, this legislation prohibits employers from harassing applicants and employees based on certain protected classes, including pregnancy and gender.

The Americans with Disabilities Act (ADA)

This act protects disabled employees and requires employers to provide reasonable accommodations if reasonable and not causing an undue burden. Job applicants are to be afforded the same consideration as anyone else and not have their disability penalize their qualifying for an opportunity.  

The Age Discrimination in Employment Act of 1967 (ADEA)

Companies that employ 20 or more employees are not permitted to discriminate against workers or job candidates older than age 40. This is a crucial law in combating age discrimination. 

When employers violate these laws, an employee has several options to pursue justice for the hardship and trauma this misconduct causes. First, if you experienced violations of your rights as a worker, you must consult with a knowledgeable Ohio employment discrimination attorney right away. There are time limits for filing suits, so working with legal counsel from the beginning will ensure you don’t miss these critical deadlines. 

Trust Hux Law Firm with Your Ohio Workplace Harassment Matter

As a victim of workplace harassment, you may not be sure what rights you have under Ohio or federal law to fight back. At Hux Law Firm, Attorney James J. Hux will provide you with sound legal guidance about your situation and explain what options you have to get justice. In addition, his in-depth knowledge of the ADA, EEO, and other employment laws will ensure that your case is skillfully represented.  

Trust our firm to determine if you have a valid workplace harassment case and assess the level of damages you have suffered from wrongful employment actions against you. We will not stop until your employer is held accountable from back and front pay to reinstatement and other compensatory damages. Contact us today to schedule your free consultation to learn more. You aren’t alone in this matter.