Recent events in the news have triggered a great deal of re-examination when it comes to sexual harassment. One area where that is true is the use of confidentiality or non-disclosure agreements against employees who have alleged being victims of sexual harassment. The state Senate recently contemplated, and passed, a bill that would greatly enhance the protection of harassed workers in this type of circumstance. While New Jersey has not yet banned the use of confidentiality agreements in the resolution of sexual harassment cases, you may have certain options available to you if you’ve signed an agreement in your case but desire not to remain silent. As always, be sure to retain an experienced New Jersey discrimination attorney to assess your options.
Recently these issues of sexual harassment and confidentiality were at the center of a lawsuit. A state government employee allegedly was sexually harassed by a supervisor. After the harassment took place, the employee complained. An investigation was launched but the employer’s investigator allegedly did not complete a full and proper investigation into the employee’s claims. (If true in this situation, this is something that, unfortunately, is an all-too-common occurrence.) What the employer did do, however, was to demand that the allegedly harassed employee sign a confidentiality document that prohibited her from discussion the allegations she had made.
Sometime later, the worker told her husband certain details of her case. After she did that, the employer allegedly constructively terminated her. As part of the case, the employee’s counsel took a very important step. The attorney filed a motion asking the judge to issue an order that would block the employer from enforcing any non-disclosure agreements that bar plaintiffs (or would-be plaintiffs) from divulging details of their cases publicly.