Tampa Harassment Attorney

Federal law (Title VII of the Civil Rights Act, 42 U.S.C. §1981, Age Discrimination in Employment Act, Americans with Disabilities Act) and State law (Florida Civil Rights Act) prohibit employers from discriminating against employees on the basis of:

  • Race/Color
  • Gender/Sex
  • Age
  • Pregnancy
  • Disability and Handicap
  • National Origin
  • Religion
  • Genetic Information
  • Marital Status

Discrimination can take many forms.  At Florin Gray Bouzas Owens we understand that one common form is through harassment by supervisors and co-workers.   Most people are familiar with sexual harassment, but employees in Florida are harassed because of their race, gender, age, pregnancy, marital status, disability, handicap, national origin, and religion.  The most common form of harassment occurs when a supervisor or co-worker creates a hostile work environment for another employee.  Common forms of harassing and offensive conduct that our Florida harassment attorneys often see are: slurs, distasteful jokes, threats, name calling, insults, unwelcome touching, offensive pictures or objects and a variety of other verbal and physical harassment that interferes with an employee’s work.

The Employer Has the Responsibility to Put a Stop to the Harassment

For the most part, the individual harasser cannot be held legally responsible for his or her harassing conduct; only the employer can be held liable.  Therefore, the employer must be put on notice of the supervisor’s or co-worker’s harassing behavior in order for the employer to have the opportunity to promptly and effectively stop the harassment.

Although hostile work environment harassment is most common, harassment is actionable when a supervisor’s harassment results in an adverse employment action toward the employee such as termination, demotion, loss of wages or failure to promote.  In situations like these, the employer is automatically liable for the supervisor’s harassing behavior.

Being the victim of harassment at work is degrading, embarrassing and terrifying.  Unfortunately, many harassers do not cease when an employee demands that the harassing behavior stop.  Moreover, many employers simply fail to take prompt and corrective action to eradicate the harassment in the workplace.  In these situations, many workers feel that they are left with little or no alternatives.  Do you feel this way?  Have you been a victim of harassment in the workplace?  If so, we’re here to help.

Florida Harassment Attorneys

Florin Gray Bouzas Owens is dedicated to protecting Florida’s workers from harassment in the workplace.  If you believe that you are a victim of harassment in the workplace, please contact our Florida Harassment Attorneys for a free consultation or call us at 727-254-5255.

To learn more about harassment in the workplace, you can visit the Equal Employment Opportunity Commission’s website.


“I was so thankful to have had the legal assistance of Florin Gray Bouzas Owens to help me in my recent Employment case. They helped me understand all my legal options and answered each question or concern in a professional, ethical and honest manner. We established an excellent rapport and the attorneys always communicated openly with me, guiding me through the legal decision making process. The team was available to me at all times either by phone or via e-mail and was responsive to my concerns. I highly recommend Florin Gray Bouzas Owens for any and all Employment issues you may have.” – Deb

Tampa Bay

16524 Pointe Village Dr., #100
Lutz, Florida 33558


35 West Pine St., #224
Orlando, FL 32801

Florin Gray Bouzas Owens 727.254.5255
Florin Gray Bouzas Owens 888.814.6199
Florin Gray Bouzas Owens 727.483.7942

The law firm of Florin Gray Bouzas Owens, LLC primarily represents individuals in the Tampa Bay and Orlando areas.

The hiring of a lawyer is an important decision that should not be based solely upon advertisements. This website is designed for general information only. The information presented in this website should not be construed to be formal legal advice nor does it constitute the formation of a lawyer/client relationship.