{"id":419,"date":"2016-08-01T21:49:49","date_gmt":"2016-08-01T21:49:49","guid":{"rendered":"http:\/\/discriminationandsexualharassmentlawyers.com\/?p=419"},"modified":"2020-01-13T05:21:48","modified_gmt":"2020-01-13T05:21:48","slug":"police-officer-wins-125k-in-sexual-harassment-settlement","status":"publish","type":"post","link":"https:\/\/dev.discriminationandsexualharassmentlawyers.com\/es\/police-officer-wins-125k-in-sexual-harassment-settlement\/","title":{"rendered":"Police Officer wins $125k in Sexual Harassment Settlement"},"content":{"rendered":"

Female Officer allege Retaliation after reporting Sexual Harassment<\/h2>\n

Nueva Jersey <\/strong>\u2013 A sexual harassment lawsuit was filed on behalf of a NJ female officer, Stacey L. Williams, who allegedly experienced sexual harassment from another officer. Williams claims she also face workplace retaliation<\/a> for reporting the sexual harassment to her superiors.<\/p>\n

The sexual harassment lawsuit claims the sexual harassment took place in 2011. According to the sexual harassment lawsuit, officer Robert Wright rubbed his private parts along Williams arm in the workplace. Williams claim the sexual harassment continued after the first incident.
\nThe acoso sexual<\/a> was reported to Williams\u2019 superiors. Williams said her superiors moved her to the midnight patrol instead of resolving the issue. She claims they retaliated against her since they altered her previous job, which wasn\u2019t a problem, as a result of her sexual harassment report. The unscrupulous officer was the issue. If anyone\u2019s work schedule should have been altered, it should have been the accused officer, until the superior discovered a solution to the alleged workplace misconduct.<\/p>\n

Sexual Harassment Settlement<\/h2>\n

On April 29, Williams and the city reached a settlement that awarded Williams $125k according to NJ Civil Settlements. The agreement stated that no one confessed to any wrongdoing. Reports have not disclosed if Williams is still employed with the Police Department in Pleasantville, NJ. Due to the sexual harassment settlement, Wright walks away without penalty.
\nAlthough the city is paying an exorbitant amount of money to make the sexual harassment allegations diminish, it doesn\u2019t resolve the sexual harassment problem. It sends the wrong message to other individuals in the department considering the way the city publicly displayed how they handle sexual harassment. The outcome of Williams\u2019 sexual harassment case appears that workplace misconduct is condoned, and one will still remain employed.
\nThe only positive factors in this sexual harassment settlement are the fees that were save from the litigation that didn\u2019t take place, and the department managed to escape the negative publicity that follows sexual harassment lawsuits.<\/p>\n

\u00a0Sexual Harassment Training & Polices<\/h2>\n

Although the sexual harassment case was settled before it went to trial and the federal agency, Equal Employment Opportunity Commission<\/a>, was involved, the NJ Police Department should still consider adding sexual harassment training to their training programs. History has shown that sexual harassment training has proven to be ineffective, and in some cases it has increased sexual harassment. However, it doesn\u2019t excuse the police department from fail to incorporate the training program into the police department.
\nThe Human Resources representative needs to be creative and attempt to develop a program that will not be ineffective to the department. There is no way to measure how many victims were sexual harassed before Wright was reported. If there were a way to anonymously report sexual harassment, at least it would alarm the department\u2019s chief that illegal activities are allegedly taking place. An instant solution isn\u2019t guaranteed, but a problem cannot be fixed if the superiors and individuals above the superiors do not know one exists.
\nSexual harassment polices including the state and federal laws, New Jersey Law Against Discrimination (LAD) and Title VII, are resourceful. Sexual harassment polices are also a reminders to potential culprits of the consequences that follows breaking the law. Every workplace should have a copy available to their employees.<\/p>\n

Abogado de acoso sexual<\/h2>\n

If you are New Jersey employee experiencing workplace sexual harassment, contact a sexual harassment lawyer<\/a> at the Derek Smith Law Group, PLLC in New York, New Jersey, and Philadelphia. Our skilled sexual harassment lawyers are available to provide the legal guidance and service you need to pursue a sexual harassment lawsuit. For more information on sexual harassment, read our employment law blog<\/a>.<\/p>\n

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New York City, New Jersey and Philadelphia Employment Attorneys<\/h2>\n

If you feel you have been the victim of workplace sexual harassment in New York, New Jersey or Philadelphia or if your employment rights have been violated, then you should immediately contact the NYC, NJ, PA sexual harassment lawyers at the employment law firm of DEREK T. SMITH LAW GROUP, PLLC. No one deserves a hostile work environment<\/a>.
\nCall today to schedule a FREE sexual harassment legal advice Consultation in NY, NJ & PA with one of our top rated sexual harassment attorneys here at the Derek Smith Law Group you can reach us online<\/a> or by calling 877-469-5297. Our NYC employment law attorneys handle a variety of cases involving sexual harassment, racial discrimination, and other employment-related claims. We serve clients throughout New York, including Manhattan, Brooklyn, Queens, the Bronx, and Staten Island. We also have offices in New Jersey, Philadelphia, and Miami to serve you.<\/p>\n

Make Sure Your Lawyers Have the Verdicts To Back Up Their Negotiations \u2013 Results Matter!<\/h2>\n