According to a report from NJ.com, a former municipal employee in New Jersey has filed a workplace sexual harassment claim. A Stratford Borough employee alleges that a subordinate—one whose husband happened to be borough administrator—committed an act of sexual harassment against him. The employee also alleges that he was subject to retaliation after he reported the misconduct. In this article, our New Jersey workplace sexual harassment attorney discusses the allegations in more detail and provides an overview of sexual harassment law.
Allegations: Employee Subject to Sexual Harassment and Retaliation
A former employee of Stratford Borough in Camden County has filed an employment lawsuit against the municipality. The employee alleges sexual harassment and retaliation. Notably, the alleged harassment was committed by a male subordinate who is the husband of Borough Administrator (John Keenan.) The plaintiff claims that after reporting multiple incidents—including inappropriate physical contact and attempts to show adult videos in the workplace—directly to Mr. Keenan, he was subject to wrongful termination.
Beyond that, the complaint argues that Mr. Keenan leveraged his powerful position in the local government in order to enable his spouse’s misconduct toward the plaintiff and other heterosexual male employees. The complaint notes that Mr. Keenan’s spouse was previously fired in 2022 for insubordination but was rehired by him in 2023.
Notably, this is not the first time Stratford has faced harassment allegations involving Keenan. In 2017, the borough paid a $125,000 settlement in a separate case filed by another male employee. For its part, a legal representative for the municipal government declined to comment on the case citing pending litigation.
Harassment May Be Committed By Boss, Co-Worker, Subordinate, or Even Customer/Client
One notable point about the allegations in this case is that the alleged sexual harassment was committed by a subordinate who had direct (spousal) connections to a supervisor. With that being said, sexual harassment in the workplace is not limited to actions by supervisors or people in positions of power. While many associate harassment with a boss or manager, the law is broader. A co-worker at the same level, a subordinate employee, or even a non-employee such as a customer, client, or vendor can engage in conduct that qualifies as unlawful sexual harassment.
It is not a defense that the perpetrator of sexual harassment was not a manager. In New Jersey, employers have a legal duty to take reasonable steps to prevent and promptly correct harassment—regardless of who commits it. If a subordinate harasses a supervisor or another co-worker, the employer can still be held liable if it knew (or should have known) about the misconduct and failed to act appropriately. The key question is not the harasser’s job title, but whether the behavior was unwelcome, based on sex, and created a hostile work environment.
You Have a Right to Report Sexual Harassment in New Jersey
Sexual harassment in the workplace is not acceptable. No worker should be forced to endure that type of treatment. As an employee in New Jersey, the Law Against Discrimination (LAD) protects your right to report sexual harassment. You can report it internally to your boss or the human resources (HR) department or externally to the New Jersey Division on Civil Rights.
It is unlawful for an employer to retaliate against an employee for complaining about harassment. Retaliation is any form of adverse action taken because a worker engaged in a protected activity, including the reporting/complaining about sexual harassment. Some examples of retaliation include demotion, harassment, and wrongful termination.
Note: New Jersey state anti-discrimination law—including sexual harassment law—applies more broadly than its federal counterpart. Title VII of the Civil Rights Act covers employers with 15 or more employees. However, the LAD applies to all employers in New Jersey, regardless of their size. In other words, companies and organizations with even one worker are still subject to the law.
Contact Our New Jersey Workplace Sexual Harassment Lawyer Today
Charles Z. Schalk is a New Jersey employment attorney who puts the rights of clients first. Our team has the experience to take on sexual harassment cases and unlawful retaliation claims. Workers deserve fair treatment. If you or your loved one was subject to sexual harassment while on the job, please do not hesitate to call us at (908) 526-0707 or contact us online for a fully private initial consultation. We represent employees in sexual harassment cases throughout all of New Jersey.