Uncategorized Category Archives — Page 2 of 2 — Sexual Harassment Lawyer Blawg Published by New York Sexual Harassment Attorneys

Plaintiff alleges harassment based on HIV positive status at Motel 6, and alleges retaliation at M6Goodlettsville LLC

February 23, 2021 | by Friedman & Houlding LLP

A Tennessee woman has filed a Complaint in Davidson County Chancery Court alleging that her employer, Motel 6, did nothing to protect her from harassment based on her HIV positive status–and that she was summarily fired for taking action after the hotel was sold to a franchisee. Friedman & Houlding LLP represents the Plaintiff, Jane Roe, who is proceeding under a pseudonym to protect her personal health information.

Roe worked at a corporate-owned Motel 6 location. When she began taking a medication that could cause dizziness, she informed the two on-site managers about her HIV status so they could take appropriate precautions to protect their own health in the event she fell and was injured on the job.

Roe alleged that one of the managers proceeded to engage in a campaign of harassment based on Roe’s HIV status, including telling numerous coworkers as well as hotel guests that Roe “has AIDS,” telling a pregnant co-worker not to use the employee restroom after Roe, leaving Clorox wipes in the bathroom as a reference to Roe being “unclean,” and mocking Roe by asking about her health, making comments like “you look swollen today, are you sure your health is okay?” Roe alleged that the conduct even escalated to harassing phone calls on the hotel line while Roe was at work.

Plaintiff is Entitled to Read the Defendant’s Email

July 20, 2013 | by Friedman & Houlding LLP

Friedman & Houlding LLP routinely seeks production of e-mail, texts and video that contain racially and sexually offensive words and images, sent by managers. These are the same managers charged with enforcing the employer’s discrimination and harassment policy. More often than not, we find these same managers are downloading offensive material, and emailing the material to others at the employer. Courts have held this evidence admissible on whether the employer had an effective anti-harassment policy, the bias of those charged with enforcing the alleged anti-discrimination policy, and whether managers were negligent in responding to complaints.
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Landlord Settles Suit over Sex Offender Super for $2 million

November 30, 2012 | by Friedman & Houlding LLP

As the NY Post reported, Stanley Katz, the “Upper West Side landlord who knowingly employed a child rapist as his building super will cough up $2 million to settle . . .” this sexual harassment lawsuit.

Friedman & Houlding LLP represented the victims in this sexual harassment suit, working together with federal prosecutors. In the settlement, the defendants consented to a Court Order prohibiting Stanley Katz from managing his buildings, prohibiting all defendants from sexually harassing tenants in the future, and requiring meaningful procedures for tenants to report any future sexual harassment. The victims in the case, including Ms Engle who was photographed for the Post article, showed enormous courage and determination, by facing down their child rapist super and landlord. As Preet Bharara, the United States Attorney for the Southern District of New York noted, “The $2,058,000, agreement represents the largest recovery ever in a sexual harassment suit brought by the United States under the Fair Housing Act.”