Do you offer a free consultation for startups?

Yes. The Rhodes Law Firm offers a free initial consultation — no obligation, no pressure.

What legal services do you offer for startups and entrepreneurs?

We offer corporate formation, contract drafting, outside general counsel, IP protection, regulatory compliance, and investor agreement support for startups in Louisiana and nationally.

Do you handle divorce and child custody cases in Louisiana?

Yes. The Rhodes Law Firm provides compassionate family law representation including divorce, legal separation, child custody, child support, spousal support, and adoption throughout Louisiana.

How much does a family law attorney cost in New Orleans?

The Rhodes Law Firm offers a free initial consultation so you can understand your options before making any financial commitment. Contact us at (504) 475-0975 to get started.

Where is The Rhodes Law Firm located?

The firm is based in New Orleans, Louisiana and serves clients statewide and nationally.

How do I contact The Rhodes Law Firm?

Call (504) 475-0975 or schedule a consultation at therhodeslawfirm.com.

Does a single incident create a hostile work environment?

Usually no — but a single extremely severe incident can qualify. Courts have found a single incident of sexual assault sufficient to create a hostile work environment. Generally, isolated minor incidents (an offensive joke, a single rude comment) do not meet the threshold. The conduct must be severe OR pervasive — not both. Pervasive but relatively minor conduct can create a hostile environment over time.

What is the 'severe or pervasive' standard?

Courts evaluate whether harassment was severe or pervasive based on: the frequency of the conduct; the severity of each incident; whether the conduct was physically threatening or humiliating vs. merely offensive; and whether it unreasonably interfered with the employee's work performance. There is no mathematical formula — courts look at the totality of circumstances.

Can a hostile work environment be created by a coworker?

Yes. A hostile work environment can be created by supervisors, coworkers, customers, or third parties. The employer's liability differs based on who created the environment: for supervisor harassment, the employer is directly liable (strict liability for tangible employment actions); for coworker harassment, the employer is liable if it knew or should have known and failed to take prompt corrective action.

Do I have to report the harassment before suing?

Generally yes — before suing for hostile work environment harassment created by a coworker, you must report it through your employer's complaint procedure and give the employer an opportunity to correct the situation. Reporting is required not only for legal reasons but because it protects your claim: an employer's affirmative defense to hostile work environment claims (the Faragher-Ellerth defense) is defeated if the employee used available reporting channels.

What protected characteristics are covered?

Title VII covers: race, color, religion, sex (including sexual orientation, gender identity, and pregnancy), and national origin. The ADA covers disability. The ADEA covers age 40+. Louisiana's Human Rights Act mirrors these protections. A hostile work environment based on any of these characteristics is illegal.

What should I do if I'm experiencing a hostile work environment?

1) Document every incident: date, time, location, what was said or done, witnesses; 2) Report through your employer's formal complaint procedure — typically HR or management above the harasser; 3) Keep copies of your complaint and any response; 4) Preserve any evidence (emails, texts, written communications); 5) Consult an employment attorney; 6) File an EEOC charge within 300 days of the last harassing act.

Employment Law Guide

What Is a Hostile Work Environment?

The Legal Standard · How to Prove It · What to Do

A hostile work environment exists when harassment based on a protected characteristic (race, sex, disability, religion, age, national origin) is severe or pervasive enough to alter the conditions of employment and create an abusive working environment. Courts evaluate frequency, severity, whether the conduct was threatening or humiliating, and whether it interfered with work performance. The employer must know or should have known about the harassment and failed to take corrective action. Louisiana employees have 300 days to file an EEOC charge.

Written & Reviewed By

Jonathan M. Rhodes

Attorney at Law — The Rhodes Law Firm

Practice Areas: Employment Law — Hostile Work Environment, Sexual Harassment · Last Updated: September 25, 2026

Serving: Orleans Parish, Jefferson Parish, St. Charles Parish, Louisiana

What Counts — and What Doesn't

Generally NOT Sufficient (Alone)

A single rude comment or off-color joke
One incident of mildly offensive language
General workplace rudeness not based on protected status
Personality conflicts not tied to a protected characteristic

Potentially Sufficient

Repeated racial slurs or sexist comments over time
Displaying offensive images or materials in the workplace
Physical conduct (unwanted touching, threats)
A single act of severe misconduct (sexual assault)
Pattern of undermining or excluding based on protected status

Speak With an Employment Attorney

Not sure if your workplace situation meets the legal threshold? Jonathan M. Rhodes can evaluate your facts. Free confidential consultation.

Schedule a Consultation (504) 475-0975

Related Employment Law Resources

Sexual Harassment Attorney

Sex-based hostile work environment.

Workplace Discrimination

Discrimination as the basis.

EEOC Claims

Filing a harassment charge.

Employment Law Hub

All employment law services.

Hostile Work Environment in Louisiana — FAQ

Protect Your Workplace Rights

300-day EEOC deadline from the last harassing act. Free confidential consultation.

Schedule a Free Consultation (504) 475-0975