Let’s thank Hollywood for movies. The one called “Bombshell” is incredibly enlightening for anyone trying to understand hostile workplaces and how hidden secrets are revealed.

If your supervisor has tried to manipulate you because of your sex or gender then you might work in a hostile workplace. Hostile workplaces don’t have to involve sex or gender but they often do.

Maybe you have had a good working relationship with your supervisor for years. Employees often follow their managers or supervisors to new jobs. Some employees and supervisors work together for decades. But in your case, the supervisor suddenly faces a divorce from their spouse or partner. The supervisor is irate. They are angry and bitter at their soon to be ex. The anger spills over onto all persons of the same gender. You happen to be that gender. You don’t understand why you have become the enemy. You might be berated or humiliated. Everything you do is now all wrong. The supervisor screams and treats you as if you were their soon to be ex spouse. This might not be apparent to you but now you realize that it can’t be right and such behavior is certainly wrong and illegal.

Divorces are stressful for everyone but when those disputes roll over into a workplace, what was a private matter, can become a toxic or hostile work environment. And once you discuss in detail the above facts a skilled employment lawyer will recognize that you are in a hostile workplace even though no one at the workplace would suspect the supervisor of such hostility.

Management has a duty to keep tabs of all their employees, especially supervisors. Even if a supervisor does good work if their language or behavior begins to change during their own personal relationship struggles such behavior could affect the entire workplace and may expose the business to liability for a hostile workplace.

Training is key. And in New York State everyone has the opportunity to get free sexual harassment training produced jointly with the New York City Commission on Human Rights (applicable not just for New York City):


The training confirms that:

You need to find a lawyer who truly listens.

Maybe you feel unsafe. An employment lawyer who can suggest how to go about getting an order of protection from a colleague or even a supervisor.

Maybe you are already trying to find a new job but are not sure about the timing of new employment versus how best to consider pursuing a hostile workplace claim.

Can you even remain on the job? Has it gotten so bad that you would rather leave but need suggestions on whether the law will protect you if you do?

You need a lawyer who has counseled men and women through the above.

Someone who will be there when you need them.

Someone who is committed for the long haul with you.

Call many employment lawyers to decide because the employment discrimination lawyer you choose might be one who works with you for months or years.

Employment lawyers can not take the place of social workers, psychologists or psychiatrists. Although we want to listen and help those services are best left to professionals who can address all the emotional issues.

Employment discrimination lawyers can help you long distance if you face problems or legal issues which you are uncertain about. Many of our services are now done electronically and we represent clients hundreds of miles from our bases. Call around. See who you feel most comfortable with.

Clients have said that I cover a lot of ground on the phone because neither employment lawyer nor client are distracted. No one is taking note of how expensive each other’s watches are or how much the office artwork cost.

I will focus on the employment matter issues and ask questions which are directly related to the matter which needs to be addressed. And the clients I agree to represent show me that they are focused on those very same issues.

Besides, who has time to drive around to interview lawyers? Pick up the phone and start calling and speaking to us.

One employee is all that’s needed for coverage against because of sex discrimination at New York workplaces. And the statute of limitations to bring such actions against your employer is 1 year at the New York State Division of Human Rights or 300 days from the adverse employment action at the EEOC. State Supreme Court allows you to sue for up to 3 years but such options, for good reason, are rare and infrequently suggested.