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Hostile Work Environment

New Jersey Lawyers Represent Victims of Hostile Work Environments

Sexual harassment attorneys combat offensive conduct in the workplace

Hostile work environment sexual harassment occurs when an employee is subjected to unwelcome verbal or physical treatment so pervasive that it makes the workplace hostile or intolerable. This type of conduct can involve co-workers, superiors, or even individuals whom employees deal with or who enter the work environment (such as customers or vendors).  A direct employer need not participate in the behavior. The company may be liable if it does not have policies in place to deal with such misconduct and does not promptly take remedial action when the employer learns of the conduct and/or the targeted employee complains. Elements of a hostile work environment can include sexually charged language, graffiti, photographs or images, websites, sexual banter or jokes, leering, unwanted touching, provocative gestures, offensive emails and graphic images posted in the workplace. If you have been subjected to a persistent atmosphere of unwelcome sexual conduct in your workplace, you may have a legal claim for compensation for a hostile work environment.

Law firm litigates all types of hostile work environment claims

The kind of sexual harassment that creates a hostile work environment can be committed by a man or a woman, and the victim can be a male or a female. Additionally, sexual harassment can occur between people of the same sex. We will analyze your situation to see if the following legal elements exist in support of a claim:

  • Offensive speech or conduct — Though hostile work environment claims are usually associated with sexual harassment, other types of workplace discrimination can give rise to a legal action. For example, if you are being subjected to abuse because of your race, disability, age, sexual orientation, or because you are pregnant, you can make a claim if the elements are met.
  • Severe or pervasive mistreatment — The misconduct in question must be severe or pervasiveor a combination of both. Hostile work environment harassment typically differs from quid pro quo sexual harassment actions, which can be based on just one encounter.
  • Reasonable person standard — The fact that a worker is offended is not necessarily enough to support a hostile work environment suit. Whether specific behavior amounts to a hostile work environment depends upon whether a reasonable person (in the employee’s category) would react under the same circumstances (e.g., would a reasonable woman find the conduct to be sexually offensive).

Our founding partners have more than 50 years of combined legal experience representing the victims of employment discrimination and harassment. Working with our associates, we have obtained millions of dollars for thousands of employees whose rights were violated.

Skilled employment advocates guide you through each step of your case

If your workplace has become intolerable and you don’t know where to turn, our accomplished sexual harassment lawyers can explain your options and take action by:

  • Complaining to your employer — Communicating forcefully and effectively, we put your employer on notice of the severe problem.
  • Requesting administrative action — Our firm may file claims with the Equal Employment Opportunity Commission on behalf of clients when the harassment will not end.
  • Filing a lawsuit — When appropriate, we may represent you in a lawsuit seeking compensatory and punitive damage.

Employees should be able to work without fear of unlawful harassment due to gender, age, race, national origin, disability or sex. If your work environment has become untenable for any of these reasons, we will work tirelessly to protect your rights.

Contact a skillful New Jersey hostile work environment attorney

Deutsch Atkins & Kleinfeldt, P.C. represents New Jersey plaintiffs in hostile work environment matters and other types of sexual harassment cases. Please call 551-245-8894 or contact us online to schedule a meeting at our Hackensack office, located across the street from the Bergen County Courthouse.

Neil  H.  Deutsch Attorney Photo
Neil H. Deutsch

Neil H. Deutsch has been practicing law for over 35 years and is known as a skilled negotiator in employment and discrimination law. He believes in a bottom-line approach of risk analysis and cost effectiveness for his clients. "Case evaluation is something we take seriously," says Mr. Deutsch who seeks top net dollar for his…

Bruce  L.  Atkins Attorney Photo
Bruce L. Atkins
Senior Partner

Bruce L. Atkins is the Senior Managing Partner at Deutsch Atkins & Kleinfeldt P.C., a prominent plaintiff employment law firm in the tri-state area. Mr. Atkins believes employees’ rights should be aggressively pursued when they’ve been wrongfully dealt with by their employers. He brings this philosophy to his practice when considering each case and its…

Adam  J.  Kleinfeldt Attorney Photo
Adam J. Kleinfeldt

Adam J. Kleinfeldt joined Deutsch Atkins & Kleinfeldt, P.C. in March of 2015.  He primarily represents individuals in employment litigation such as discrimination, retaliation and whistle blowing matters. He has extensive experience in all phases of the litigation process. Adam has obtained significant results for his clients, including a $525,000 jury verdict in a sexual…

Debra M. McGarvey Attorney Photo
Debra M. McGarvey

Debra M. McGarvey joined Deutsch Atkins & Kleinfeldt, P.C. in December 2019. She has extensive experience defending employees and employers in state and federal court in employment litigation matters. She has represented clients on various issues arising out of the New Jersey Law Against Discrimination (NJLAD), the New Jersey Conscientious Employee Protection Act (CEPA), the…

Carly Skarbnik Meredith Attorney Photo
Carly Skarbnik Meredith

Carly Skarbnik Meredith, Esq. is a Partner at the firm. Carly has focused her career exclusively in the field of employment law. She has a plethora of experience representing both employees and employers with their employment issues, needs, and concerns. She believes representing both employees and employers has made her an extremely well-rounded client advocate.…


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