Editorial Team
Updated May 2026.
Every page on hostileworkcalc.com is written and reviewed by our editorial team before publication and updated when the law changes. Our editors bring employment law practice knowledge to the work of making hostile work environment law — and the complex damages frameworks that govern it — accessible to employees who are navigating these situations without a law degree.
Editorial Standards
- Primary sources only. Every legal rule stated on this site is sourced to a statute (e.g., 42 U.S.C. § 2000e-3), a regulation, or a published court opinion (e.g., Burlington Northern v. White, Faragher v. City of Boca Raton). We do not cite secondary summaries as authority.
- Statute-specific and jurisdiction-aware. Title VII, ADA, and ADEA each have different damages frameworks. Where the law differs by employer size, by protected characteristic, or by whether a tangible employment action occurred, we make those distinctions explicit rather than blending them.
- Methodology transparency. Every formula and assumption in the calculator is disclosed on the methodology page. We explain what the calculator cannot model as well as what it can.
- No legal advice. This site is educational. Nothing here creates an attorney-client relationship or constitutes legal advice. We direct readers to consult employment attorneys and maintain clear disclaimers throughout the site.
- No sponsored content in our editorial coverage. Our guides and methodology are monetized through Google AdSense display advertising only — no attorney pays for coverage or a favorable mention in them. Separately, the case-review form on our homepage is a disclosed paid referral: submitting it shares your information with attorneys who may compensate The Click Lab Agency LLC for the introduction. See our privacy policy for details.
Employment & Civil Rights Harassment Practice
Our editorial team leads the employment law editorial practice at hostileworkcalc.com. With a background in employment litigation support, the team has worked on hostile work environment cases arising under Title VII, the ADA, and state anti-harassment statutes, with particular focus on supervisor liability and the Faragher/Ellerth affirmative defense framework, including direct experience with EEOC charge drafting, the mediation process, and the evidentiary challenges that arise when documenting harassment that occurs without witnesses or written records.
This side of the team reviews all primary content on this site for legal accuracy, currency, and appropriate scope, verifying that statutory citations are current, that case law references reflect controlling precedent, and that the calculator methodology correctly applies the damages frameworks that courts use. This side of the team also monitors EEOC guidance updates and significant court decisions that affect the scope of employer liability or the application of the severe-or-pervasive standard.
EEOC Procedures & State Law Reference
Our team also contributes procedural guidance and state law reference content for this site. This work focuses on the EEOC charge process — the formal steps that most harassment claimants must complete before they can file in federal court — and on the state law variations that often provide stronger protections than federal law alone. In California, New York, New Jersey, Washington, and other high-protection states, the damages available for harassment claims may substantially exceed what federal law provides, and these contributions help readers understand where those state-law differences are most significant.
This side of the team also contributes to the FAQ and the step-by-step guide on what to do after workplace harassment, with particular attention to the documentation and reporting steps that have the most practical impact on a claim’s viability.
Corrections
Found an error? Contact us and we’ll review promptly. We take correction reports seriously and update content when errors are confirmed.