Hostile Work Environment
How to protect your workers – and your business.
Suss out behavior that's actually illegal -- not just mean or dysfunctional.
Everyone wants a harmonious, productive workplace. For employers, fostering a respectful and inclusive environment is not just good for business —it’s a legal obligation.
Treaty Oak will equip you with the resources needed to maintain a healthy working environment and avoid distractions, workflow disruptions, low morale, a blemished reputation, and — worst of all — expensive settlements.
Investigation Scoping
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We evaluate your company for situations warranting a Title VII or other workplace investigation.
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Excessive exhibits billed hourly.
FAQs
Rudeness or criticism alone doesn’t necessarily meet the legal criteria for a hostile work environment. The situation must meet two crucial criteria:
- Pervasiveness and Severity: The actions must be part of a consistent pattern over time and severe enough to disrupt an employee’s ability to work or advance in their career, and;
- Discrimination: The behavior must be discriminatory against protected classifications, such as age, race, sexual orientation, disability, or gender.
Beyond these legal criteria, hostility can vary depending on the industry, workplace dynamics, and the personalities of the employees involved.
Unfortunately, no. Your obligation is to react immediately.
Waiting for a legal determination before investigating can lead to serious consequences. Courts make decisions on the legality of actions long after your obligation to investigate has been triggered. It’s crucial to respond promptly to complaints to avoid negative outcomes, such as EEOC charges and lawsuits.
We help you take the necessary steps to avoid hostile workplace issues:
- Treat each complaint seriously
- Conduct an investigation with legal counsel
- Take action to stop inappropriate behavior
- Train supervisors and employees
Why Choose Treaty Oak Law Group
Immediate Action
We recognize the urgency of hostile work environment claims. When you decide to work with us, we will promptly begin an investigation to address these issues.
A Comprehensive Approach
You’ll get an experienced team of AWI investigators, business psychologists, HR professionals, nonprofit management experts, and seasoned attorneys.
A Legal Framework
We adhere strictly to legal guidelines for documenting concerns related to workplace harassment and potentially hostile environments.
A History of Success
With decades of investigative experience, we have successfully resolved hundreds of workplace hostility investigations, preventing them from escalating to costly litigation.
Our Investigation Process Includes
We maintain strict objectivity throughout hostile work environment investigations, ensuring fairness to all parties involved.
We conduct in-depth interviews, review documents, and collect evidence to gain a comprehensive understanding of the situation.
We provide regular updates to the employer and offer clear explanations of the investigation process and findings.
Based on our findings, we develop practical and effective recommendations to address the issues — and prevent future occurrences.
We maintain strict objectivity throughout the Title VII investigation, ensuring fairness to all parties involved.
We conduct in-depth interviews, review documents, and collect evidence to gain a comprehensive understanding of the situation.
We provide regular updates to the employer and offer clear explanations of the investigation process and findings.
Based on our findings, we develop practical and effective recommendations to address the issues — and prevent future occurrences.
Don’t risk the future of your business.
Received a complaint about a hostile work environment? Deal with it properly and head-on by working with our credentialed and experienced experts.
Her techniques were respectful to our staff but aggressive with regards to the allegations.
Shelby Bobosky
Performed their services efficiently and with professionalism and fairness. Super happy.
Mark Erwin
