Despite numerous high-profile cases, sexual harassment remains a common problem for employees, especially for women. Even some of the largest corporations within the United States are still dealing with claims of inappropriate conduct.
In March 2022, CVS Health Corp., the nationwide pharmacy chain with outlets all over New Jersey, announced that it fired several employees, including a New Jersey executive, in the wake of an internal investigation into the mishandling of sexual harassment complaints. The company also announced that its CEO, Karen Lynch, will oversee changes to its process for handling similar complaints in the future.
Federal and New Jersey law prohibit two types of sexual harassment:
- Quid pro quo, when the employee is offered benefits for providing sexual attention to someone in a higher position at work or threatened with negative job consequences if they refuse to do so.
- Hostile work environment, when the employee is subjected to severe or pervasive speech or behavior that a reasonable person in the employee’s position would consider sexually offensive or abusive.
It is also illegal to retaliate against an employee for complaining about sexual harassment.
Engaging in sexual harassment or allowing it within your business can have severe consequences. Workers might be awarded compensation for a lost pay, emotional distress and physical problems linked to the misconduct. A business that fails to address its toxic workplace culture could also face a potential public relations nightmare. This is especially true for a corporation such as CVS, which relies on its image of providing trustworthy care and service.
If you’re being victimized by sexual harassment, you should document each incident and report the violator to your supervisor or someone with responsibility for human resources. Keeping text messages, images or other evidence of the harassment can also bolster your claim.
In the event that the problem does not stop, you may wish to seek the help of an attorney with experience successfully handling sexual harassment complaints for employees. At Deutsch Atkins & Kleinfeldt, P.C., we have won substantial damages for sexually harassed workers and, if you are a victim of sexual harassment at work in New Jersey, we can give you the effective counsel you need to protect your rights. You may schedule a consultation in our Hackensack office by contacting us online or calling us at 551-245-8894.
Neil H. Deutsch has been practicing law for over 35 years and is known as a skilled negotiator in employment and discrimination law. He believes in a bottom-line approach of risk analysis and cost effectiveness for his clients. "Case evaluation is something we take seriously," says Mr. Deutsch who seeks top net dollar for his…
Bruce L. Atkins is the Senior Managing Partner at Deutsch Atkins & Kleinfeldt P.C., a prominent plaintiff employment law firm in the tri-state area. Mr. Atkins believes employees’ rights should be aggressively pursued when they’ve been wrongfully dealt with by their employers. He brings this philosophy to his practice when considering each case and its…
Adam J. Kleinfeldt joined Deutsch Atkins & Kleinfeldt, P.C. in March of 2015. He primarily represents individuals in employment litigation such as discrimination, retaliation and whistle blowing matters. He has extensive experience in all phases of the litigation process. Adam has obtained significant results for his clients, including a $525,000 jury verdict in a sexual…
Debra M. McGarvey joined Deutsch Atkins & Kleinfeldt, P.C. in December 2019. She has extensive experience defending employees and employers in state and federal court in employment litigation matters. She has represented clients on various issues arising out of the New Jersey Law Against Discrimination (NJLAD), the New Jersey Conscientious Employee Protection Act (CEPA), the…
Carly Skarbnik Meredith, Esq. is a Partner at the firm. Carly has focused her career exclusively in the field of employment law. She has a plethora of experience representing both employees and employers with their employment issues, needs, and concerns. She believes representing both employees and employers has made her an extremely well-rounded client advocate.…
