How are workplace harassment and employment discrimination different?

While workplace harassment and employment discrimination are often similar and have a similar impact on employees, workplace harassment based upon a protected class is actually a specific form of

What are some examples of workplace harassment that, if continued over a period of time, may give rise to a cause of action?

Because it is not necessarily the case that workplace harassment results in some form of employment action—such as earning less than co-workers or being terminated for an illegal reason—it is often a much more subjective area of the law. Some examples of actions that, if continued over time, could constitute actionable workplace harassment include inappropriate jokes or insults, racial or sexual slurs, sending inappropriate emails or photos, sending pornographic materials, and other types of offensive behaviors based upon a protected class such as race, sexual orientation or gender. In other cases, inappropriate touching can give rise to a claim for workplace harassment. In many cases, workplace harassment is built based upon many actions that occur over a period of time and thus create a pervasively hostile work environment.

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Employment Law/

Workplace Harassment

New Jersey Workplace Harassment Lawyers

Work Harassment Attorneys in Moorestown, NJ: Harassing the Harassers with a Heavy Handed Legal Approach in Burlington County, Camden County, Gloucester County, and Throughout South Jersey

You spend a significant amount of time in the workplace—many of us spend a third of our lives or more on the job, meaning that it is especially critical that you should feel safe and comfortable in the place where you work. Although this should be a given—something that we should all expect as a matter of course—many employers, unfortunately, fail to put into place safeguards designed to prevent workplace harassment, resulting in situations where employees may feel unsafe and uncomfortable at work.

You do not have to tolerate workplace harassment and should not have to be afraid to go into work each day. At Attorneys Hartman, Chartered, our experienced employment lawyers are passionate about protecting our clients’ rights when they have been subject to workplace harassment. You may have the right to hold your employer accountable for actionable workplace harassment and may even have the right to be compensated financially for the harm that the harassment has caused. If you have suffered from workplace harassment, call or contact our team of lawyers to explore options for proceeding with your case so that you can go to work each day without fear of harassment.

Workplace Harassment Under New Jersey and Federal Laws

Employees are protected from certain forms of workplace harassment under both New Jersey and federal law. Under the New Jersey Law Against Discrimination, employees cannot be harassed in the workplace based upon any one or more of the following protected categories:

Race or color
Religion/creed
National origin
Age
Gender/sex
Pregnancy
Marital status
Sexual orientation
Gender identity
Physical or mental disabilities
Certain types of blood traits

Workplace harassment generally falls within one of two categories: hostile work environment and quid pro quo harassment (usually in the context of sexual harassment). Although harassment based upon sex is one of the most common forms of workplace harassment, it is far from being the only type of workplace harassment that is actionable. As long as the workplace harassment can be shown to be both severe and pervasive, you have the legal right to take action to stop the harassing behavior. To show that workplace harassment is severe, it is generally necessary to focus on the impact that the harassment had on your life, while we must show that the workplace harassment happened on an ongoing basis to satisfy the “pervasive” element.

Workplace harassment can take on many forms, including:

Physical harassment
Emotional or psychological harassment
Sexual harassment
Verbal harassment

When any form of harassment is made on the basis of a protected class, such as sex, gender or race, you have the right to stop that harassment and may even have the right to compensation from an employer who failed to take steps to prevent workplace harassment.

Veteran Workplace Harassment Lawyers Passionate About Protecting Clients from Harassment in the Workplace in Gloucester County, NJ

At Attorneys Hartman, Chartered, you are never just a number on a case file. We understand how vital it is that you are regularly apprised of the options in your case, as well as your case progress going forward. We take our responsibilities to our clients seriously and will work tirelessly to protect your right to be free from harassment in the workplace so that you can focus on building a successful future career.

We treat every one of our clients with compassion and respect, and we take the time to truly understand how workplace harassment has impacted their employment and their lives in general. We use this knowledge in our tireless fight to get you the compensation that you need so that you can move forward with your life and career.

Schedule a Free Initial Consultation to Discuss Your Workplace Rights with a Skilled Moorestown Workplace Harassment Lawyer

If you believe that you have been the victim of workplace harassment, you likely have a number of questions about how you can proceed to protect your right to a safe and secure work environment. Our lawyers have the experience and resources necessary to build the strongest possible argument based on the circumstances of your case. Call or contact the experienced workplace harassment lawyers at Attorneys Hartman, Chartered to schedule a free and confidential consultation to discuss your options today.

Frequently Asked Questions About New Jersey Workplace Harassment Cases

While workplace harassment and employment discrimination are often similar and have a similar impact on employees, workplace harassment based upon a protected class is actually a specific form of employment discrimination. Workplace harassment doesn’t necessarily include some form of action taken by your employer—in many cases, employees are subject to workplace harassment because of the actions of fellow co-workers or even customers. In workplace harassment cases, it is not necessary to show that some sort of adverse employment action was involved, such as being passed over for a promotion or raise or being wrongfully terminated.
Because it is not necessarily the case that workplace harassment results in some form of employment action—such as earning less than co-workers or being terminated for an illegal reason—it is often a much more subjective area of the law. Some examples of actions that, if continued over time, could constitute actionable workplace harassment include inappropriate jokes or insults, racial or sexual slurs, sending inappropriate emails or photos, sending pornographic materials, and other types of offensive behaviors based upon a protected class such as race, sexual orientation or gender. In other cases, inappropriate touching can give rise to a claim for workplace harassment. In many cases, workplace harassment is built based upon many actions that occur over a period of time and thus create a pervasively hostile work environment.

Meet Your Team

Katherine D. Hartman, Esquire

Katherine D. Hartman is the Managing Partner in the Moorestown, New Jersey law office of Attorneys Hartman, Chartered, which has been named one of America’s Best Law Firms by U.S. News and World Report. She concentrates her practice in employment discrimination, criminal defense, police disciplinary matters, and other employment law issues. Katie has been practicing law for over thirty years. She was admitted to the New Jersey and Pennsylvania Bars in 1991, the Eastern District of Pennsylvania in November of 1993, the Third Circuit Court of Appeals in November of 2002, and the Supreme Court of the United States in October of 2002.

Katie has been awarded the highest (AV) rating for professional ability and high ethical standards, by Martindale Hubbell. Additionally, Katie has consistently been voted a Super Lawyer by New Jersey Magazine. Super Lawyers is a rating service of outstanding lawyers who have attained a high degree of peer recognition and professional achievement. The selection process is multi-phased and includes independent research, peer nominations, and peer evaluations. She was named one of the Top Forty Lawyers under Forty by the New Jersey Law Journal in 2002.

Michael C. Mormando, Esquire

Michael C. Mormando has been practicing law for over twenty years, and is a Partner at Attorneys Hartman, Chartered. Mike is an active member in the Burlington County Bar Association, he is a former Chair of the Bar Associations’ Criminal Practice Committee, and he formerly served as a member of the Supreme Court of New Jersey District Ethics Committee for Burlington County, District III-B. Mike also served two years as Councilman for Ward 3 in Delran Township, having been elected to the post in the November 2018 general election, and he currently serves as the Chair of the Delran Township Zoning Board.

Mike’s areas of practice include criminal defense, DUI defense, traffic violation defense, employment law, discrimination and whistleblower cases, unemployment compensation appeals, labor representation for collective bargaining units, employment contract review and negotiations, and defense in police disciplinary matters. Mike is approved by the Fraternal Order of Police (FOP) as a lawyer who can represent law enforcement officers who face disciplinary or criminal charges. Mike also represents small business owners concerning employment issues.

Mark A. Gulbranson, Esquire

Mark A. Gulbranson, Jr., an attorney with Attorneys Hartman, Chartered, has been practicing law for nine years. Prior to joining Attorneys Hartman, Mark was a corporate associate in the gaming practice group of Fox Rothschild, where he represented clients in a range of corporate, regulatory, and real estate matters. Mark served as a judicial clerk for Justice Lee Solomon of the New Jersey Supreme Court, and for Judge George Leone, J.A.D., of the New Jersey Appellate Division.

Mark’s areas of practice include real estate transactions and related litigation, small business counseling and regulatory compliance, domestic violence matters, appellate advocacy, municipal court defense, employment law, discrimination and whistleblower cases, unemployment compensation appeals, employment contract review and negotiations, and defense in police disciplinary matters. Mark handles cases in the New Jersey Superior Court – Law and Appellate Divisions, the New Jersey Supreme Court, the United States District Courts for the Districts of New Jersey and the Eastern District of Pennsylvania, the Third Circuit Court of Appeals, the Office of Administrative Law, the New Jersey Department of Labor, the New Jersey Division of Civil Rights, the United States Equal Employment Opportunity Commission, and various municipal courts throughout New Jersey.