Employment Law

Harassment Defense in Tampa featured image

Harassment Defense in Tampa

Harassment is a form of discrimination that can be overt or subtle and can occur during the applicant process and in workplaces between employees and employers at any level in a company. As a result, an employer’s business can suffer greatly due to a loss of viable applicants, lowered employee morale, and decreased employee productivity. Harassment claims are a blemish employers don’t want to have on their records.

Harassment in the Workplace

Bullying, attacks, tormenting, and intimidation are just a few ways to describe the illegal activity of harassment in the workplace. If an offensive act by one employee subjects another employee to hostile environment continuously, it is harassment. Employers must make every effort to put policies in place that eliminates any form of harassment and move swiftly to investigate any harassment complaints as they arise.

Employer Responsibility Under DOL

Under state and federal employment laws administered and enforced by the United States Department of Labor (DOL), it is against the law to harass someone based on their race, sex, nationality, or disability. These forms of harassment are governed under laws such as:

  • Title VII of the Civil Rights Act of 1964 (Title VII)
  • Title I of the Americans with Disabilities Act of 1990 (ADA)
  • The Equal Pay Act of 1963 (EPA)

Employer Defense for Harassment Claims

If a former employee alleges that you, as their employer or a fellow employee has harassed them, you need the expertise of an attorney skilled in employment law to guide you and help you understand your rights and to offer advice on how to resolve these complaints on the local, state, and federal level.

If you would like to speak with one of our harassment defense attorneys, please contact us at 813.579.3278, or submit our contact request form.

Disclaimer: The information contained in this article is for general educational information only. This information does not constitute legal advice, is not intended to constitute legal advice, nor should it be relied upon as legal advice for your specific factual pattern or situation.