Switch to ADA Accessible Theme

Hostile Work Environment Lawyer

A hostile work environment requires proving that the employer is engaging in discriminatory conduct that is “severe” or “pervasive” due to the employee’s race, color, sex, national origin, religion, age, or disability are victims of illegal discrimination. A combination of federal laws prohibits discrimination based on these protected categories, and workers who are subjected to hostile conditions may have a cause of action under one or more of the following:

  • Title VII of the Civil Rights Act of 1964
  • The Age Discrimination in Employment Act (ADEA)
  • Rehabilitation Act of 1973, the Americans with Disabilities Act of 1990, and/or the Americans with Disability Act Amendments Act of 2008

Tamara N. Holder is a hostile work environment lawyer who helps her clients understand what’s necessary to obtain legal remedies for this type of workplace discrimination. Where an employer tolerates, ignores, or fails to address—through policy enforcement and disciplinary action—conditions that create a hostile work environment for employees in protected classes, that employer must be held accountable. Tamara Holder has represented clients against major companies including Twin Peaks Restaurants, Church’s Chicken, GFL Environmental, Republic Services, Allied Security, and Total Traffic and Weather.

Tamara N. Holder is a hostile work environment lawyer who won’t let your employer get away with dismissing hostile work environment complaints by gaslighting you or claiming that the perpetrators of discriminatory acts in the workplace were “just joking around” or acting “all in good fun.” The truth is, if an employee feels uncomfortable at work because of their status as a member of a protected class, and the words and actions that make them uncomfortable are pervasive and long lasting, then those employees are being subjected to an unlawful hostile work environment.

As an experienced hostile work environment attorney, Tamara N. Holder helps workers identify incidents and practices to document and determine if pursuing legal remedies is a reasonable course of action. Employers who tolerate discriminatory practices, language, and actions must be made to change. They should compensate employees who have suffered and take action to ensure that none of their employees are ever subjected to an abusive environment based on their membership in a protected class again.