Mark Law Firm Blog

The largest jewelry company in the country has recently been hit with a nationwide sexual harassment and discrimination lawsuit.  Sterling Jewelers, which owns many smaller jewelry companies such as Jared Galleria of Jewelry, may now be subject to liability to a class of over 40,000 female employees. The large plaintiff pool is pending class certification by a judge.  The matter will likely enter arbitration shortly after class certification.

A New Jersey Superior Court judge has issued a ruling that will allow a sexual harassment suit filed against Englewood Hospital and Medical Center to proceed. The suit, which had been challenged by the hospital's attempt to have the case dismissed, is based on claims brought forward by the hospital's marketing director Maria Margiotta. The hospital's dismissal attempt was denied, however, at a hearing on August 9, 2013, after a judge found that Margiotta "raised genuine issues of material fact" regarding the case.

Sexual harassment can take many different forms. From gestures and constant jokes to inappropriate touching, it creates a hostile work environment. Employers must watch for signs and put in place reporting procedures to ensure a respectful work environment.

A woman who worked for two years at the Raritan Borough Petco store has filed a sexual harassment and retaliation lawsuit against Petco's parent company, Petco Animal Supplies. She claims that she and other women at the store suffered sexual harassment by the store's grooming station manager, who was also abusing dogs brought in for grooming. She complained to management and was told her complaint was confidential and that no retaliation would be tolerated. Nevertheless, she faced a series of adverse job actions and was ultimately terminated, she says, in retaliation for her complaint.

Most people in New Jersey and all across the United States know that sexual harassment is never acceptable. But it seems more disheartening when those who are most trusted to uphold the law violate that trust. A whistleblower retaliation lawsuit filed against the New Jersey attorney general's office accuses that a police officer faced harsh consequences for reporting sexual harassment allegations.

“She moves toward you like a movie star, her smile melting the ice in your bourbon and water,” reads a brochure advertising the sex appeal of the cocktail servers at Borgata Hotel Casino & Spa in Atlantic City. “You forget your own name. She kindly remembers it for you. You become the most important person in the room. And relax in the knowledge that there are no calories in eye candy.”

A manufacturer of oil drilling rig components can’t deny any responsibility if one of its supervisors engages in severe sexual harassment which the victim has complained about fruitlessly to management, a federal judge in Pennsylvania ruled recently. This is no surprise, although some companies apparently remain unaware of the law. Whenever a supervisory employee harasses or discriminates against others and the company knows but does nothing to stop it, that company is legally responsible for the supervisor’s wrongdoing.

A touch on the small of the back, an offer to stand under an umbrella in the rain or an admission that a crush developed years ago can be some romantic gestures in one situation and harassment in another. When it comes to sexually charged statements or actions, context can be everything -- like when the recipient doesn't want the attention.

A secretary who has worked for the Passaic School District for over a decade has recently filed a lawsuit in New Jersey Superior Court alleging that she was sexually harassed by a city councilman. Jenny Gallo's claim accuses Councilman Terrence Love of repeatedly making inappropriate comments and unwanted sexual advances. As a result of the alleged offending conduct, Gallo has filed a sexual harassment claim under New Jersey's Law Against Discrimination (LAD) seeking punitive and other damages.

The New Jersey Law Against Discrimination (LAD) protects workers from being harassed due to certain protected characteristics including race, religion, creed, national origin, gender and sexual orientation. This protection extends to workers who are perceived to be members of a protected class, even if they are not actually members of that group. A NJ Transit electrician has used this provision of the LAD to bring a sexual harassment claim on grounds that co-workers have continually harassed him because they believe that he is homosexual.