New York Sexual Harassment Lawyer Blog

Recently the Central Park Boathouse, a landmark in Manhattan since the 1950's, has been the subject of several sexual harassment and other related discrimination claims against them.

Approximately six former and current employees have made claims that supervisors at the restaurant routinely subjected them to sexual harassment by way of inappropriate comments, touching and conversation in the workplace. These employees field a complaint with the Federal Equal Employment Opportunity Commission as a result of this alleged conduct in the workplace.

As of now Boathouse management has not said much. Restaurant spokesman Joseph O’Donnell stated that, “all employees are aware of the Boathouse’s zero tolerance policy concerning sexual harassment.”

The complaints by employees of the Boathouse have sparked reaction from New York City Public Advocate Bill De Blasio, who is now urging the Parks Commissioner, Adrian Benepe to revoke the contract to operate the restaurant and boating concession at Central Park. De Blasio commented, “it doesn’t fit the values of this city and it violates the law.”

Parks Department spokeswoman Vicki Karp has responded by stating that the agency takes sexual harassment allegations very seriously and cares deeply about labor standards, promising that action will be taken in any and all situations that warrant scrutiny.

Regardless of the outcome of these claims, it will be interesting to see how these negative reports will affect business for the Boathouse in the coming weeks. It will also be very significant if actions are ultimately taken by New York City officials to cease operations of the restaurant due to discrimination claims.

A male New York City Police Department sergeant filed a sexual harassment complaint against his male boss after years of unwanted advances from the commanding officer. The sergeant was “fed up” with the unwanted advances and finally decided to take action, filing a formal complaint with the NYPD Office of Equal Employment Opportunity.

The sergeant's boss would allegedly commenting on “how sexy” he looked and that he was subjected to unwanted touching by his boss during patrols.

Other members of the department would make jokes about these types of instances, even commenting that the plaintiff should “Take one for the team.” It was only last month, after plaintiff revealed the conduct to two lieutenants who urged him to report the misconduct to the Office of Equal Employment Opportunity, that he finally reported the misconduct.

There is a stigma attached to male on male sexual harassment, as evidenced by some of the behavior exhibited by plaintiff's command in this case. As a result of this pressure from co-workers and others, many are reluctant to come forward and feel they do not fit into the traditional mold of what constitutes sexual harassment, in which a male employer is making unwanted sexual advances towards a female employee. Sexual Harassment has no rigid form, and, in fact, there is no ‘typical’ mold that excludes certain types of people from experiencing this unwelcome conduct.

Many individuals are victimized by sexual harassment in the workplace but are reluctant to express this, as there are still those who do not view male on male harassment as an actual problem. Male on male sexual harassment is a valid claim and is prohibited by the New York City Human Rights Law.

A sexual harassment claim has been brought by four employees of New York nightclubs Tenjune and Simyone Lounge.

The owner is accused of making unwanted sexual advances and requesting sexual favors from the women. He is also accused of luring two of the women away from cameras and the public, and then ordering them to expose themselves. He allegedly barred the women from leaving and forced them to touch him inappropriately.

Three of the women are afraid to return to work and the fourth is working but fears continued sexual harassment and retaliation.

Sexual harassment and retaliation are prohibited by the New York City Human Rights Law and should not be not be tolerated. If you feel that you may be the victim of sexual harassment or retaliation in the workplace, contact Schwartz & Perry.

The entire article is available from Reuters.