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Workplace Harassment & Discrimination Lawyer

We have decades of achieving justice for victims & families.

Employment Litigation encompasses many different types of disputes between employees and employers. Claims arising in the workplace include wrongful termination; termination of health plan, pension, and other employee benefits; refusal to pay wages owed; breach of contracts with employees; and termination of an employee under whistleblower circumstances.

Employment Litigation encompasses many different types of disputes between employees and employers. Claims arising in the workplace include wrongful termination; termination of health plan, pension, and other employee benefits; refusal to pay wages owed; breach of contracts with employees; and termination of an employee under whistleblower circumstances. Whistleblower laws, both federal and state, protect an individual’s right to bring a claim against an entity that has engaged in illegal conduct and defrauded our government.

Additionally, there are a wide variety of litigation services that can be provided for employees who have suffered from discrimination while on the job, including illegal treatment by employers based upon an employee’s race, religion, ethnicity, sex, sexual orientation, and handicap. There are many federal and state laws that protect individuals against discrimination and sexual harassment and provide a legal means to obtain money damages when an employee has been discriminated against. The legal remedies may include obtaining your job back, monetary damages for lost wages and emotional distress, and legal fees and costs that you have incurred as a result of the wrongful conduct and emotional pain.

At Swartz & Swartz, P.C., we provide excellent legal representation in these areas and can help you resolve your legal disputes with your employer to ensure your legal rights are protected. It is important to contact a Workplace Harassment Lawyer immediately if you believe you have been discriminated against because there are many claims that must be filed quickly in order to preserve your legal remedies.

If you believe you have been discriminated against or your rights as an employee have been otherwise violated and would like to speak with an employment litigation attorney, please contact us. We are here to answer your questions and discuss how to protect your legal rights. To learn more about what we can do for you, arrange an appointment with one of the employment litigation attorneys in our Boston office by calling (617) 742-1900, or toll-free at 1-800-545-3732. We will pass your contact information to an appropriate member of our staff.

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To set up a free consultation, please call us at (617) 742-1900, or submit the form below.

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Practice Areas

Personal InjuryCar AccidentMedical MalpracticeConstruction Site AccidentsFire & Burn InjuryNursery Schools & DaycareProduct LiabilityWrongful DeathAll Practice Areas

Workplace Harassment FAQs

Yes, you can file a case for mental harassment at the workplace. Mental harassment, also known as psychological harassment, is a form of workplace harassment that involves deliberate and repeated behavior that causes emotional or mental distress to an employee. This type of harassment can take many forms, such as bullying, verbal abuse, intimidation, and humiliation.

If you have been the victim of mental harassment in the workplace, you can file a complaint with your employer’s HR department or with a government agency such as the Equal Employment Opportunity Commission (EEOC). You may also choose to consult with an attorney who specializes in employment law to understand your legal options and to determine the best course of action.

There are several types of harassment that are illegal in a workplace, including:

  1. Sexual harassment – This includes unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature.
  2. Racial harassment – This includes any conduct that is directed at an individual based on their race or ethnicity and creates a hostile work environment.
  3. Age harassment – This includes any conduct that is directed at an individual based on their age and creates a hostile work environment.
  4. Disability harassment – This includes any conduct that is directed at an individual based on their disability and creates a hostile work environment.

Religious harassment – This includes any conduct that is directed at an individual based on their religious beliefs and creates a hostile work environment.

According to studies, the most common form of workplace harassment is sexual harassment. This can take many forms, including unwanted sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. Sexual harassment can create a hostile work environment and can lead to emotional distress, lost productivity, and other negative outcomes for the victim and their employer.

It’s important for employers to take steps to prevent sexual harassment in the workplace, such as providing training to employees and managers on what constitutes sexual harassment and how to report it. Employees who experience sexual harassment should report it to their employer’s HR department or to a government agency such as the EEOC.

In Massachusetts, the law prohibits workplace harassment based on an employee’s race, color, national origin, ancestry, sex, sexual orientation, gender identity, age, religion, disability, or genetic information. This includes harassment that creates a hostile work environment or that results in adverse employment actions such as termination, demotion, or failure to promote.

Under Massachusetts law, employers are required to take steps to prevent workplace harassment, including providing training to employees and managers, developing and implementing policies and procedures for reporting harassment, and taking appropriate disciplinary action when harassment is reported.

Employees who experience workplace harassment in Massachusetts may file a complaint with the Massachusetts Commission Against Discrimination (MCAD) or with the EEOC.

Proving workplace harassment in Massachusetts can be challenging, but there are several steps you can take to build a strong case. These include:

  1. Documenting the harassment – Keep a record of any incidents of harassment, including the date, time, location, and any witnesses who were present.
  2. Reporting the harassment – Report the harassment to your employer’s HR department or to a government agency such as the MCAD or EEOC.
  3. Cooperating with the investigation – If an investigation is launched, cooperate fully with the investigators and provide any relevant evidence you may have.
  4. Seeking legal advice – Consult with an attorney who specializes in employment law to understand your legal options and to determine the best course of action. An attorney can help you navigate the legal process and can advise you on how to protect your rights and interests.

In addition, it’s important to understand that in Massachusetts, harassment does not have to be severe or pervasive in order to be illegal. Even a single incident of harassment can be actionable if it is severe enough to create a hostile work environment or results in adverse employment actions.

Ultimately, the key to proving workplace harassment in Massachusetts is to gather as much evidence as possible and to work with experienced professionals who can help you build a strong case. With the right support and resources, you can protect your rights and hold those responsible for the harassment accountable for their actions.

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To set up a free consultation, please call us at (617) 742-1900, or submit the form below.

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REQUEST YOUR

Free Consultation

To set up a free consultation, please call us at (617) 742-1900, or submit the form below.

  • This field is for validation purposes and should be left unchanged.