What Is A Hostile Work Environment And What To Do About It?

A hostile work environment is a form of employment discrimination, making it illegal under federal law. Are you unsure what constitutes a hostile work environment? This article will break down the key elements and provide actionable steps to take if you find yourself in this situation. At WHAT.EDU.VN, we aim to provide you with answers and resources to navigate workplace challenges, including understanding employee rights and employer liability.

1. What Is A Hostile Work Environment?

A hostile work environment is a workplace where unwelcome conduct based on race, color, religion, sex (including sexual orientation, transgender status, or pregnancy), national origin, older age (beginning at age 40), disability, or genetic information creates an intimidating, offensive, or abusive atmosphere. This occurs when the offensive conduct is so severe or pervasive that it interferes with an employee’s ability to perform their job. It’s crucial to distinguish this from simple annoyances or isolated incidents, unless those incidents are extremely serious. If you are looking for guidance navigating such a situation, WHAT.EDU.VN provides free resources and answers to your questions.

To further elaborate, here are several key aspects that define a hostile work environment:

• Unwelcome Conduct: The behavior must be unwanted and offensive to the individual experiencing it.
• Protected Characteristics: The conduct must be based on a protected characteristic such as race, gender, religion, age, disability, or genetic information.
• Severity or Pervasiveness: The conduct must be either severe (extremely serious) or pervasive (frequent and ongoing) to create a hostile environment. Petty slights, annoyances, and isolated incidents usually do not meet the legal threshold, unless they are exceptionally egregious.
• Reasonable Person Standard: The conduct must be such that a reasonable person would find the work environment intimidating, hostile, or abusive.
• Impact on Work Performance: The hostile conduct must interfere with an employee’s ability to perform their job duties.

Examples of Conduct That May Contribute to a Hostile Work Environment:

• Offensive jokes or slurs targeting a protected characteristic.
• Epithets or name-calling.
• Physical assaults or threats.
• Intimidation.
• Ridicule or mockery.
• Insults or put-downs.
• Offensive objects or pictures displayed in the workplace.
• Interference with work performance due to discriminatory behavior.

It’s important to note that the harasser can be a supervisor, a co-worker, or even a non-employee such as a client or customer. The victim does not have to be the direct target of the harassment but can be anyone affected by the offensive conduct.

Do you have more questions about what constitutes workplace harassment? At WHAT.EDU.VN, our community of experts is ready to provide you with the answers you need to understand your rights and navigate challenging situations. Ask your question today and get the clarity you deserve!

2. What Are The Key Elements Of A Hostile Work Environment Claim?

To establish a valid hostile work environment claim, several key elements must be present. These elements are critical in determining whether the conduct is unlawful and whether the employer is liable. These elements are:

1. Membership in a Protected Class: The employee must be a member of a class protected by anti-discrimination laws (e.g., race, color, religion, sex, national origin, age, disability, or genetic information).
2. Unwelcome Harassment: The employee must have been subjected to unwelcome harassment. This means the conduct was not invited or solicited and was considered undesirable or offensive by the employee.
3. Harassment Based on Protected Characteristic: The harassment must be based on the employee’s protected characteristic. In other words, the conduct must be because of the employee’s race, gender, religion, etc.
4. Severe or Pervasive Harassment: The harassment must be sufficiently severe or pervasive to create an abusive working environment. This means that the conduct must be either extremely serious or frequent and ongoing.
5. Objectively Offensive: The harassment must be objectively offensive, meaning that a reasonable person in similar circumstances would find the conduct hostile or abusive.
6. Subjectively Offensive: The employee must have perceived the harassment as abusive. This means the employee must have actually been offended by the conduct and found it to be hostile.
7. Employer Liability: There must be a basis for employer liability. This means that the employer knew or should have known about the harassment and failed to take prompt and appropriate corrective action (in cases involving co-workers or non-employees), or that the harasser was a supervisor (in which case the employer may be strictly liable).

2.1. How Do Courts Determine if Conduct is Severe or Pervasive?

Courts consider various factors to determine whether conduct is severe or pervasive enough to create a hostile work environment. These factors include:

• Frequency of the Conduct: How often did the harassing conduct occur? More frequent incidents are more likely to be considered pervasive.
• Severity of the Conduct: How offensive or threatening was the conduct? More severe incidents are more likely to be considered abusive.
• Whether the Conduct Was Physically Threatening or Humiliating: Was the conduct physically threatening or humiliating, or was it merely an offensive utterance? Conduct that involves physical threats or humiliation is more likely to be considered severe.
• Whether the Conduct Unreasonably Interfered with the Employee’s Work Performance: Did the conduct interfere with the employee’s ability to do their job? If the employee was unable to perform their work duties due to the harassment, this is strong evidence of a hostile work environment.
• The Context in Which the Conduct Occurred: What was the context in which the conduct occurred? The same conduct may be considered more or less offensive depending on the circumstances.

2.2. The Reasonable Person Standard

The “reasonable person” standard is used to determine whether the harassment is objectively offensive. This means that the conduct must be such that a reasonable person in similar circumstances would find the work environment hostile or abusive.

The reasonable person standard takes into account the perspective of a reasonable person in the same protected class as the employee. For example, in a sexual harassment case, the standard is whether a reasonable woman would find the conduct offensive.

2.3. Employer Liability For Hostile Work Environment

Employers can be held liable for hostile work environments created by their employees or even non-employees under certain circumstances. The specific rules governing employer liability depend on who the harasser is:

• Harassment by Supervisors: If the harassment is committed by a supervisor that results in a tangible employment action (e.g., termination, demotion, failure to promote), the employer is strictly liable. If the harassment by a supervisor creates a hostile work environment but does not result in a tangible employment action, the employer may be able to assert an affirmative defense by showing that it took reasonable care to prevent and correct the harassing behavior and that the employee unreasonably failed to take advantage of any preventive or corrective opportunities provided by the employer.
• Harassment by Co-Workers or Non-Employees: If the harassment is committed by a co-worker or non-employee (e.g., a customer or vendor), the employer is liable if it knew or should have known about the harassment and failed to take prompt and appropriate corrective action.

Do you need more information about the legal standards for hostile work environments? Ask your questions at WHAT.EDU.VN and get the answers you need to understand your rights and options. Our experts are here to help you navigate the complexities of workplace law.

3. What Conduct Can Contribute To A Hostile Work Environment?

Several types of conduct can contribute to a hostile work environment. It’s important to recognize these behaviors to understand when you might be experiencing or witnessing a hostile environment.

3.1. Offensive Jokes and Slurs

Offensive jokes and slurs that target a protected characteristic can create a hostile work environment. This includes jokes or slurs based on race, color, religion, sex, national origin, age, disability, or genetic information. Even if the person telling the joke or using the slur does not intend to offend, the impact on the recipient can be significant.

3.2. Intimidation and Threats

Intimidation and threats can create a hostile work environment by making employees feel unsafe and fearful. This can include verbal threats, physical intimidation, or any other conduct that creates a sense of danger.

3.3. Ridicule and Mockery

Ridicule and mockery can create a hostile work environment by making employees feel demeaned and humiliated. This can include making fun of someone’s appearance, accent, or other personal characteristics.

3.4. Insults and Put-Downs

Insults and put-downs can create a hostile work environment by making employees feel worthless and disrespected. This can include belittling someone’s work, intelligence, or other abilities.

3.5. Offensive Objects and Pictures

Displaying offensive objects or pictures in the workplace can create a hostile work environment. This can include displaying sexually suggestive images, racist symbols, or other items that are offensive to a protected group.

3.6. Unwanted Advances and Sexual Harassment

Unwanted advances and sexual harassment are a common form of conduct that can create a hostile work environment. This can include unwanted touching, sexual comments, or requests for sexual favors.

3.7. Sabotage and Interference with Work Performance

Sabotaging an employee’s work or interfering with their ability to perform their job duties can create a hostile work environment. This can include intentionally delaying or withholding information, assigning unreasonable workloads, or otherwise making it difficult for the employee to succeed.

Do you have questions about specific types of conduct that can contribute to a hostile work environment? Ask your questions at WHAT.EDU.VN and get the answers you need to understand your rights and options. Our experts are here to help you navigate the complexities of workplace law.

4. How To Recognize A Hostile Work Environment?

Recognizing a hostile work environment can be challenging, as it often involves a pattern of behavior rather than a single incident. Here are some signs that may indicate you are in a hostile work environment:

1. You Feel Uncomfortable or Anxious at Work: If you consistently feel uncomfortable, anxious, or stressed at work, it could be a sign of a hostile work environment.
2. You Are Subjected to Offensive Jokes or Comments: If you are frequently subjected to offensive jokes or comments based on your race, gender, religion, or other protected characteristics, it could be a sign of a hostile work environment.
3. You Are Intimidated or Threatened: If you are intimidated or threatened by your co-workers or supervisors, it could be a sign of a hostile work environment.
4. You Are Ridiculed or Mocked: If you are frequently ridiculed or mocked by your co-workers or supervisors, it could be a sign of a hostile work environment.
5. You Are Insulted or Put Down: If you are frequently insulted or put down by your co-workers or supervisors, it could be a sign of a hostile work environment.
6. You See Offensive Objects or Pictures Displayed in the Workplace: If you see offensive objects or pictures displayed in the workplace that target a protected group, it could be a sign of a hostile work environment.
7. You Experience Unwanted Advances or Sexual Harassment: If you experience unwanted advances or sexual harassment, it could be a sign of a hostile work environment.
8. Your Work is Sabotaged or Interfered With: If your work is sabotaged or interfered with by your co-workers or supervisors, it could be a sign of a hostile work environment.
9. You Witness Others Being Harassed: Even if you are not the direct target of the harassment, witnessing others being harassed can create a hostile work environment for you.
10. You Fear Retaliation: If you fear retaliation for speaking up about the harassment, it could be a sign that the environment is hostile.

4.1. The Impact Of A Hostile Work Environment On Employees

A hostile work environment can have a significant impact on employees’ physical and mental health, as well as their job performance. Some of the common effects include:

• Increased Stress and Anxiety: Employees in a hostile work environment often experience increased stress and anxiety, which can lead to physical symptoms such as headaches, stomach problems, and sleep disturbances.
• Depression and Low Self-Esteem: Constant exposure to harassment can lead to depression and low self-esteem, making it difficult for employees to function effectively both at work and in their personal lives.
• Difficulty Concentrating and Making Decisions: The stress and anxiety caused by a hostile work environment can make it difficult for employees to concentrate and make decisions, which can negatively impact their job performance.
• Absenteeism and Turnover: Employees who are experiencing a hostile work environment are more likely to take time off from work or quit their jobs altogether, leading to increased absenteeism and turnover.
• Decreased Job Satisfaction and Productivity: A hostile work environment can decrease job satisfaction and productivity, as employees may feel unmotivated and unable to perform their best work.

Do you have questions about the signs of a hostile work environment and its impact on employees? Ask your questions at WHAT.EDU.VN and get the answers you need to understand your rights and options. Our experts are here to help you navigate the complexities of workplace law.

5. What Steps Should You Take If You Experience A Hostile Work Environment?

If you believe you are experiencing a hostile work environment, it’s crucial to take proactive steps to protect yourself and address the situation. Here are some steps you can take:

1. Document Everything: Keep a detailed record of every incident of harassment, including the date, time, location, who was involved, what was said or done, and how it made you feel. This documentation will be essential if you decide to file a complaint or take legal action.
2. Report the Harassment: Report the harassment to your employer, following the company’s reporting procedures. If your employer does not have a reporting procedure, report the harassment to your supervisor, HR department, or another appropriate authority figure.
3. Follow Company Policy: Make sure you follow all applicable company policies and procedures when reporting the harassment. This may include submitting a written complaint or participating in an investigation.
4. Keep Your Report Confidential: To the extent possible, keep your report confidential to protect yourself from retaliation. Avoid discussing the harassment with co-workers or others who do not need to know.
5. Seek Support: Seek support from friends, family, or a therapist. Experiencing a hostile work environment can be emotionally draining, and it’s important to have a support system in place.
6. Consult with an Attorney: Consult with an attorney to discuss your legal options. An attorney can help you understand your rights and determine the best course of action.
7. File a Charge with the EEOC: If your employer does not take appropriate action to address the harassment, you may be able to file a charge with the Equal Employment Opportunity Commission (EEOC). The EEOC is a federal agency that investigates charges of discrimination and harassment in the workplace.

5.1. Reporting The Harassment To Your Employer

When reporting the harassment to your employer, it’s important to be clear and specific about the conduct you are experiencing. Provide as much detail as possible, including the date, time, location, who was involved, what was said or done, and how it made you feel.

It’s also important to state that you believe the conduct is creating a hostile work environment and that you want the employer to take action to stop the harassment.

5.2. Filing A Charge With The EEOC

If your employer does not take appropriate action to address the harassment, you may be able to file a charge with the EEOC. The EEOC is a federal agency that investigates charges of discrimination and harassment in the workplace.

To file a charge with the EEOC, you must do so within 180 days of the last incident of harassment. The EEOC will investigate your charge and determine whether there is reasonable cause to believe that discrimination or harassment has occurred.

If the EEOC finds reasonable cause, it will attempt to resolve the matter through mediation or conciliation. If these efforts are unsuccessful, the EEOC may file a lawsuit on your behalf.

Do you have questions about the steps to take if you experience a hostile work environment? Ask your questions at WHAT.EDU.VN and get the answers you need to understand your rights and options. Our experts are here to help you navigate the complexities of workplace law.

6. What Are Employer’s Responsibilities In Preventing And Addressing Hostile Work Environments?

Employers have a legal and ethical responsibility to prevent and address hostile work environments. Here are some of the steps employers should take:

1. Develop and Implement a Clear Anti-Harassment Policy: Employers should develop and implement a clear anti-harassment policy that prohibits all forms of harassment, including harassment based on race, color, religion, sex, national origin, age, disability, or genetic information.
2. Provide Training to Employees: Employers should provide regular training to employees on the anti-harassment policy and how to recognize and report harassment.
3. Establish a Complaint Procedure: Employers should establish a clear and accessible complaint procedure that allows employees to report harassment without fear of retaliation.
4. Investigate Complaints Promptly and Thoroughly: Employers should investigate all complaints of harassment promptly and thoroughly.
5. Take Corrective Action: If the investigation reveals that harassment has occurred, employers should take prompt and appropriate corrective action, including disciplinary action against the harasser.
6. Prevent Retaliation: Employers should take steps to prevent retaliation against employees who report harassment.
7. Monitor the Workplace: Employers should monitor the workplace to identify and address any potential problems before they escalate into a hostile work environment.

6.1. The Role Of Anti-Harassment Policies

Anti-harassment policies are an essential tool for preventing and addressing hostile work environments. A good anti-harassment policy should:

• Clearly define what constitutes harassment.
• Prohibit all forms of harassment, including harassment based on race, color, religion, sex, national origin, age, disability, or genetic information.
• Provide a clear and accessible complaint procedure.
• Assure employees that they will not be retaliated against for reporting harassment.
• State that the employer will investigate all complaints of harassment promptly and thoroughly.
• State that the employer will take corrective action if the investigation reveals that harassment has occurred.

6.2. Training Programs For Employees

Training programs are another important tool for preventing and addressing hostile work environments. Training programs should:

• Educate employees about the anti-harassment policy and how to recognize and report harassment.
• Provide employees with examples of conduct that could constitute harassment.
• Explain the complaint procedure and how to file a complaint.
• Assure employees that they will not be retaliated against for reporting harassment.
• Teach employees how to intervene if they witness harassment.

Do you have questions about employer responsibilities in preventing and addressing hostile work environments? Ask your questions at WHAT.EDU.VN and get the answers you need to understand your rights and options. Our experts are here to help you navigate the complexities of workplace law.

7. What Is The Difference Between Unfair Treatment And A Hostile Work Environment?

It’s important to distinguish between unfair treatment and a hostile work environment. While both can be unpleasant and detrimental to an employee’s well-being, they are legally distinct concepts.

Unfair Treatment:

Unfair treatment refers to situations where an employee is treated unfairly or inequitably compared to their colleagues. This can include things like:

• Being passed over for promotions or raises.
• Being assigned undesirable tasks or shifts.
• Being subjected to unwarranted criticism or discipline.
• Being excluded from meetings or social events.

While unfair treatment can be frustrating and demoralizing, it is not necessarily illegal unless it is based on a protected characteristic, such as race, gender, religion, age, disability, or genetic information.

Hostile Work Environment:

A hostile work environment, on the other hand, is a form of employment discrimination that is illegal under federal law. A hostile work environment exists when unwelcome conduct based on a protected characteristic is so severe or pervasive that it creates an intimidating, offensive, or abusive working environment.

The key difference between unfair treatment and a hostile work environment is that a hostile work environment must be based on a protected characteristic and must be sufficiently severe or pervasive to create an abusive working environment.

7.1. Examples Of Unfair Treatment That Are Not Illegal

Here are some examples of unfair treatment that are not necessarily illegal:

• Your boss gives you less desirable assignments than your co-workers.
• Your boss is more critical of your work than the work of your co-workers.
• You are passed over for a promotion in favor of a more qualified candidate.
• You are excluded from social events at work.
• Your boss plays favorites with certain employees.

While these situations may be unfair, they are not necessarily illegal unless they are based on a protected characteristic.

7.2. When Does Unfair Treatment Become Illegal?

Unfair treatment becomes illegal when it is based on a protected characteristic, such as race, gender, religion, age, disability, or genetic information. In these cases, the unfair treatment may constitute discrimination or harassment, which is illegal under federal law.

For example, if your boss consistently gives you less desirable assignments because of your race, this may constitute racial discrimination. Similarly, if your boss makes offensive comments about your religion, this may constitute religious harassment.

Do you have questions about the difference between unfair treatment and a hostile work environment? Ask your questions at WHAT.EDU.VN and get the answers you need to understand your rights and options. Our experts are here to help you navigate the complexities of workplace law.

8. What Are Some Common Defenses Employers Use In Hostile Work Environment Claims?

Employers may raise several defenses in response to a hostile work environment claim. Here are some of the most common defenses:

1. The Conduct Was Not Based on a Protected Characteristic: The employer may argue that the conduct was not based on the employee’s race, gender, religion, or other protected characteristic. For example, the employer may argue that the conduct was simply based on personality differences or work-related issues.
2. The Conduct Was Not Severe or Pervasive: The employer may argue that the conduct was not sufficiently severe or pervasive to create a hostile work environment. The employer may argue that the conduct was isolated, infrequent, or not objectively offensive.
3. The Employee Did Not Find the Conduct Offensive: The employer may argue that the employee did not actually find the conduct offensive or that the employee participated in the conduct.
4. The Employer Took Prompt and Appropriate Corrective Action: The employer may argue that it took prompt and appropriate corrective action to address the harassment. This may include investigating the complaint, disciplining the harasser, and taking steps to prevent future harassment.
5. The Employee Unreasonably Failed to Take Advantage of Preventive or Corrective Opportunities: In cases involving harassment by a supervisor, the employer may argue that the employee unreasonably failed to take advantage of preventive or corrective opportunities provided by the employer. This may include failing to report the harassment or failing to participate in the investigation.
6. The Conduct Was Consensual: In cases involving sexual harassment, the employer may argue that the conduct was consensual.

8.1. The Importance Of Documentation In Rebutting Employer Defenses

Documentation is crucial in rebutting employer defenses in a hostile work environment claim. By keeping detailed records of every incident of harassment, you can provide strong evidence that the conduct was based on a protected characteristic, was severe or pervasive, and was offensive to you.

Documentation can also help you show that the employer did not take prompt and appropriate corrective action or that you did not unreasonably fail to take advantage of preventive or corrective opportunities.

Do you have questions about common employer defenses in hostile work environment claims? Ask your questions at WHAT.EDU.VN and get the answers you need to understand your rights and options. Our experts are here to help you navigate the complexities of workplace law.

9. How Does Remote Work Affect Hostile Work Environment Claims?

The rise of remote work has introduced new challenges in addressing hostile work environment claims. While the same laws and principles apply, the nature of remote interactions can make it more difficult to identify and address harassment.

9.1. Challenges In Identifying And Addressing Harassment In Remote Work Environments

Here are some of the challenges in identifying and addressing harassment in remote work environments:

• Lack of Physical Presence: The lack of physical presence can make it more difficult to observe and detect harassing behavior.
• Virtual Communication: Harassment can occur through virtual communication channels, such as email, instant messaging, and video conferencing. This can make it more difficult to determine the context and intent of the communication.
• Privacy Concerns: Employers may be hesitant to monitor employees’ virtual communications due to privacy concerns.
• Geographic Dispersion: Remote workers may be located in different states or countries, which can complicate the process of investigating and addressing harassment.

9.2. Strategies For Preventing And Addressing Harassment In Remote Work Environments

Here are some strategies for preventing and addressing harassment in remote work environments:

• Update Anti-Harassment Policies: Employers should update their anti-harassment policies to address the unique challenges of remote work. The policies should clearly state that harassment is prohibited in all virtual communication channels.
• Provide Training on Virtual Communication: Employers should provide training to employees on how to communicate respectfully and professionally in virtual environments.
• Establish Clear Expectations for Virtual Communication: Employers should establish clear expectations for virtual communication, including guidelines for email, instant messaging, and video conferencing.
• Monitor Virtual Communication: Employers should monitor virtual communication channels for potential harassment, while respecting employees’ privacy rights.
• Encourage Reporting: Employers should encourage employees to report any incidents of harassment, even if they occur in virtual environments.
• Investigate Complaints Promptly and Thoroughly: Employers should investigate all complaints of harassment promptly and thoroughly, regardless of whether the harassment occurred in a physical or virtual environment.

9.3. Examples Of Hostile Work Environment In Remote Settings

1. Offensive Comments During Video Conferences: Making offensive jokes, slurs, or discriminatory comments during video conferences can contribute to a hostile work environment. This can include comments based on race, gender, religion, or other protected characteristics.
2. Harassing Emails or Instant Messages: Sending harassing emails or instant messages can create a hostile work environment, especially if the messages are frequent, offensive, or intimidating. This can include sending sexually suggestive messages, making threats, or spreading rumors.
3. Inappropriate Use of Virtual Backgrounds: Using inappropriate or offensive virtual backgrounds during video conferences can contribute to a hostile work environment. This can include backgrounds that are sexually suggestive, racist, or otherwise offensive.
4. Exclusion From Virtual Meetings or Communications: Excluding an employee from virtual meetings or communications because of their race, gender, religion, or other protected characteristic can create a hostile work environment.
5. Cyberbullying: Engaging in cyberbullying behavior, such as spreading rumors, posting embarrassing photos, or making personal attacks, can create a hostile work environment.

Do you have questions about how remote work affects hostile work environment claims? Ask your questions at WHAT.EDU.VN and get the answers you need to understand your rights and options. Our experts are here to help you navigate the complexities of workplace law.

10. What Are Some Frequently Asked Questions About Hostile Work Environments?

Understanding the nuances of hostile work environments can be complex. Here are some frequently asked questions to clarify common concerns:

Question	Answer
What if I am overly sensitive?	The standard is “reasonable person.” Would a reasonable person find the environment hostile or abusive?
Does the harassment have to be intentional?	No, the impact of the conduct is what matters, not the intent of the harasser.
Can I be fired for reporting harassment?	Retaliation for reporting harassment is illegal.
What if the harassment is coming from a client or customer?	Employers have a duty to protect employees from harassment by non-employees if they know or should have known about the harassment and fail to take prompt and appropriate corrective action.
What if I don’t want to report the harassment because I’m afraid of retaliation?	While it’s understandable to fear retaliation, reporting the harassment is often the best way to protect yourself and others. Employers are prohibited from retaliating against employees who report harassment, and there are legal remedies available if retaliation occurs.
Can I sue my employer for creating a hostile work environment?	Yes, if you can prove that you were subjected to a hostile work environment and that your employer failed to take appropriate action to address it, you may be able to sue your employer for damages.
How long do I have to file a charge with the EEOC?	You must file a charge with the EEOC within 180 days of the last incident of harassment.
What types of damages can I recover in a hostile work environment case?	You may be able to recover damages for lost wages, emotional distress, and punitive damages.
What if I am not sure if what I am experiencing is a hostile work environment?	If you are unsure whether what you are experiencing is a hostile work environment, it’s best to consult with an attorney or the EEOC. They can help you assess your situation and determine whether you have a valid claim.
Can an employee be fired for things they do outside of work that create a hostile environment?	In some cases, yes. If an employee’s actions outside of work create a hostile environment for other employees within the workplace, the employer may be justified in taking disciplinary action, including termination. This often depends on the direct connection to the workplace.

Navigating workplace issues can be tough, but you don’t have to do it alone. At WHAT.EDU.VN, we’re committed to providing you with free, reliable information and support to help you understand your rights and make informed decisions.

Ready to take the next step?

Do you have more questions about hostile work environments or other workplace issues? Don’t hesitate! Visit what.edu.vn today to ask your question and receive personalized guidance from our community of experts. We’re here to help you find the answers you need to thrive in your career. Contact us at 888 Question City Plaza, Seattle, WA 98101, United States. Whatsapp: +1 (206) 555-7890. We’re here to help you!