As attorneys deeply committed to advocacy for those victimized by workplace injustice, The Law Office of David H. Rosenberg, P.C. filed a verified complaint of sexual discrimination and retaliation against Hyatt Hotels Corporation with The New York State Division of Human Rights (NYSDHR) on May 2, 2024.
This case was filed on behalf of a former female employee against Hyatt Hotels Corporation, also operating under Hyatt Centric Wall Street Hotel, Navika Capital Group LLC, and Blue Sky Hospitality Solutions LLC, doing business as White Pearl Hospitality LLC David Cohen, Mario Enser, Justine Garilli, Arnold Riley, and Bill Jones.
The Complainant, who was both hard-working and well-liked, suffered a hostile workplace and was retaliated for opposing discriminatory practices.
According to the verified complaint, from her first day under her supervisor’s management, she encountered inappropriate comments and unwelcome advances from Jones that set a disturbing tone of unwanted personal attention and innuendo. The inappropriate behavior escalated to degrading remarks and even physical touching, which culminated in her constructive termination.
The legal complaint illustrates the severity of the allegations against the respondents and provides insight into the hostile work environment encountered by the Complainant.
“My wife and I don’t sleep together anymore, I sleep in the basement. Your eyes are very deep, you look very smart,” remarked Bill Jones on his first day as the Complainant’s direct supervisor, setting a disturbing tone of unwanted personal attention and innuendo. Uncomfortable with this, the Complainant tried to change the topic.
During a troubling conversation, Jones suggested, “You should come to my house in New Jersey with me. I have been married for 25 years and I am sick of eating the same carp every day. Don’t worry, I will help you find a house for you and your husband,” implying an invitation for an extramarital sexual relationship, which deeply horrified the Complainant. She opposed the treatment by trying to change the topic of conversation.
A particularly degrading comment made by Jones was, “The girls in New Jersey can be very dangerous, especially when you pick them up at a bar. You should have seen the one I met last night, I banged her so hard, you could hear the birds fly.” Such remarks blatantly objectify women and contribute to a degrading and hostile work atmosphere.
On December 26, 2023, an alarming incident of inappropriate touching occurred, further exemplifying the severe harassment faced by the Complainant.
According to the verified complaint, during what was supposed to be a professional walk to discuss work matters, Jones led the Complainant to a lounge area. There, he escalated his inappropriate behavior by physically touching the Complainant; he held her hand, put his face close to hers, touched her leg, and made suggestive remarks about the need for faith and perseverance during tough times at work.
The Complainant opposed this treatment and said words to the effect of, “No, you remind me of my uncle Bill” to which Jones immediately backed away and said, “Go back to the office, … I am going to buy some wine for tonight.” Other non-female employees, and those who did not oppose discriminatory practices, were not treated this way.
This unwelcome physical contact and the accompanying comments were deeply distressing to the Complainant, contributing significantly to the hostile and unsafe work environment she was forced to endure.
The events that culminated in the constructive termination illustrate a pattern of severe and pervasive harassment. On this day, the hostile environment reached a critical point with an unsettling comment made by Garilli, Hyatt Hotels’ director of group sales at this location, in the presence of Bill Jones.
Garilli remarked to the Complainant, “Why do you think Bill takes me home at night? Why do you think I sit beside him, and you don’t? Someone wants their arm cut off.”
This disturbing statement, suggestive of both exclusion and a threatening undertone, typified the intolerable working conditions that had been escalating. The Complainant, concerned for her safety, gathered her things and departed from the workplace.
After the Complainant’s constructive termination, the subsequent actions of her former supervisor, Bill Jones, exemplify post-termination retaliation, an extension of the hostile environment she had escaped.
Notably, on the same day of her departure, Jones sought to mask the sexual harassment
and retaliation by sending a text message asking, “Where are you?” Jones followed with a phone call and another text the next morning, pressing her to contact him.
On April 2, Jones intensified his efforts to contact the Complainant by sending an email with multiple cc’d recipients, seemingly raising doubts about her sudden departure.
These communications were not only intrusive but further exacerbated the stress and emotional distress she was already experiencing.
The New York State Human Rights Law, Article 15, explicitly prohibits employment discrimination based on sex, among other characteristics, intended to protect employees from hostile work environments and discriminatory practices that can severely affect their career progression, mental health, and overall well-being.
The impact of such discrimination is profound, extending far beyond the immediate workplace environment. Victims often experience severe emotional distress, leading to long-term psychological effects and economic hardships, such as job loss and reduced earning potential.
For the Complainant in this case, the retaliatory actions taken compounded these effects after she opposed the discriminatory treatment, illustrating the profound personal and professional toll such environments can inflict.
Victims of employment discrimination can seek various legal remedies, depending on the severity and specifics of their case. These may include reinstatement to their job, compensation for lost wages, payment for emotional distress, and punitive damages intended to punish egregious conduct and deter future violations.
Legal outcomes can also lead to changes in workplace policies and practices, potentially benefiting other employees and shaping a more inclusive and respectful work environment.
If you or someone you know is experiencing similar issues in the workplace, we urge you to reach out for legal help. I am dedicated to supporting victims of workplace discrimination and ensuring that their rights are fully protected. For a free consultation, please contact us at 516-741-0300, and my team will gather essential information so I can personally get back to you as soon as possible.
The information and allegations cited to herein comes directly from publicly filed documentation and are meant as a means of attorney advertising.