A corrections officer alleged repeated sexual harassment by her supervisor. Lower courts had dismissed her claims, finding the State had exercised due care. In Aguas v. State, 220 N.J. 494 (2015), the Supreme Court reversed, emphasizing that an employer’s implementation and enforcement of anti-harassment policies is central to evaluating negligence.
Vimmi Joshi was the principal of a public school who alleged her superior had sent her love letters and made sexual advances towards her. She brought a complaint to the School Managing Committee and was asked to bring the complaint in writing. Subsequently, the Committee received two anonymous complaints against Joshi and her employment was terminated. She challenged the termination claiming sexual harassment. The High Court held that this was a clear case of sexual harassment and ordered disciplinary actions to be taken.
In Edwards v. Ohio Institute of Cardiac Care, 170 Ohio App.3d 619 (2007), the plaintiff, a scheduler, received frequent inappropriate emails and physical contact from her supervisor, including touching on the shoulder and lower back. After she reported the behavior, she began receiving tardiness notices and was terminated, allegedly for changing clothes at work before the Fourth of July weekend. She sued for sexual harassment and retaliation in the Greene County Court of Common Pleas. A jury found in her favor on harassment but for the employer on retaliation.
The plaintiff was employed at a bakery. After working there for several years, the bakery was acquired by new owners, including the defendant. The plaintiff claimed that the defendant made unwanted comments and physical overtures in the workplace, eventually causing the plaintiff to leave the job. The plaintiff claimed that the harassment caused humiliation, injury to feelings, and loss of dignity. The Tribunal found that the plaintiff was the victim of unlawful sexual harassment under the Human Rights Act and awarded damages.
Leta Ford’s supervisor, Karl Braun, began to sexually harass her at a dinner on April 3, 1980, where Braun told Ford that she would regret it if she didn’t sleep with him. At a company picnic a month later, Braun said to Ford: “I want to fuck you, Leta,” and restrained her in a chokehold, from which she eventually escaped. Despite Ford having reported the harassment to regional management later that month and to headquarters in November of 1980, no action was taken until Braun’s employment was terminated in October of 1981, almost a year and a half after plaintiff’s original complaints.
In Gaines v. Bellino, 173 N.J. 301, 801 A.2d 322 (2002), the plaintiff, a county corrections officer working the midnight shift, alleged that a coworker kissed her without consent and subsequently harassed her by making repeated references to the incident and threatening remarks about rape. Although the plaintiff reported the conduct to her superiors, no action was taken for nearly two years. When the warden eventually met with her, she declined to file a formal complaint due to fear of retaliation.
Complaints were filed with Florida Commission on Ethics against Garner alleging that he attempted to use his position as president of Hillsborough Community College to sexually harass or obtain sexual favors from various female employees. Following a hearing on the complaints, the Commission on Ethics suspended Garner for three months.
Three employees of the Kenton County Clerk’s office brought claims of sexual harassment in violation of the Kentucky Civil Rights Act against the Chief Deputy. The Chief Deputy had made several inappropriate comments to each employee over the course of their employment.
Molly Harvill sued her coworker, Oscar Rogers, for assault and battery and intentional infliction of emotional distress. Harvill alleged that Rogers grabbed and kissed her, shot rubber bands at her breasts, and rubbed against her at work after repeated requests for him to stop. The trial court entered summary judgment in favor of Rogers because Harvill didn’t allege that she was harmed as a result of the assault. However, th
In Jones v. MTD Consumer Group, Inc., 32 N.E.3d 1030 (2015), the plaintiff was terminated after engaging in threatening and inappropriate behavior toward a former romantic partner who worked at the same company. The coworker reported that the plaintiff made a menacing gesture toward her and her new boyfriend outside of her home, and continued to direct derogatory remarks at her in the workplace. Following his dismissal, he filed suit in the Medina County Court of Common Pleas, alleging "reverse gender discrimination" and negligent retention.
