The successes of other employees in sexual harassment litigation can serve many positive purposes. For one thing, they can serve as encouragement that hopefully will embolden others to come forward and stop suffering from harassment in silence. For another thing, the rulings that the courts make can provide valuable knowledge for those who come afterward. As an example, one recent case from Newark reminds New Jersey workers that you do not need proof that you suffered some extreme or debilitating emotional injury in order to succeed in establishing that you suffered from severe or pervasive harassment. The focal point is the harasser’s actions, rather than how they affected you. For the knowledge you need for your case, retain the services of a skilled New Jersey sexual harassment attorney to represent you.
The case involved M.V., a customer service representative. M.V.’s case of sexual harassment is, unfortunately, an all-too-common set of facts. M.V. started her job in 2008 at the Newark office of a national producer of corrugated boxes. Not long after M.V. started work, her supervisor began sexually harassing her.
The harassment M.V. received was similar to the sorts of things too many employees have to endure. First came the supervisor’s comments about his sexual relationship with his girlfriend, with whom he’d recently split. Then came the supervisor’s comments about how he loved Latina women (like M.V.), how the ex-girlfriend thought he had “nice thighs,” how the girlfriend wanted him to have a threesome, and so forth. He also asked M.V. out to eat and placed his hand over her hand in an unwanted way. In addition, the supervisor stared at M.V.’s body inappropriately and often demanded that M.V. not speak to other men at the workplace.