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She has, for instance, produced testimony that Defendant Oaks frequently referred to her and other African American employees as "you people" and that she continued to do so even after she was counseled regarding several complaints from African-American employees who considered her comments racially offensive and derogatory.

Plaintiff has also produced testimony regarding several incidents in April in which Defendant Martello, who had, in conversations with assistant FSM Maurer, repeatedly referred to Plaintiff in blatantly racist terms and vowed to "get even with her" for her complaints about his workplace behavior, screamed at Plaintiff and exhibited physically aggressive and intimidating conduct toward her. This evidence includes: 1 testimony regarding a meeting on April 1, , in which Martello screamed at Plaintiff, called her a "liar" and a "zero", and came across his desk while gesturing as if he was going to strike her; 2 testimony concerning an incident on April 8, , in which Defendant Martello allegedly pinned Plaintiff up against a serving table and refused to move; and, finally, 3 testimony regarding a second incident on April 8, , in which Martello allegedly confronted Plaintiff at the back entrance to the kitchen facility and stood "within inches" of her face as she was attempting to exit the kitchen.

While these incidents of race-based harassment may not have been particularly frequent or "pervasive," the Court cannot conclude, as a matter of law, that no reasonable African American employee would consider the comments and conduct described by this testimony "severe" enough to create an objectively hostile or abusive working environment.

See West v. Philadelphia Electric Co. National Railroad Passenger Corp. December 11, observing that "even mere threats of physical force" can enhance the objective severity of the alleged harasser's conduct. The Court will, therefore, deny that part of the motion submitted by Defendants Martello, Bennet, and Atlantic County which seeks summary judgment with respect to Plaintiffs race-based hostile work environment claims.

Plaintiff alleges that she was subjected to two separate "rounds" of reprisals as a result of her complaints about the alleged racial and sexual harassment in the Meadowview's Dietary Unit. The first "round" allegedly consisted of the five-day suspension she received shortly after her meeting with Defendant Martello on April 1, The "second round" of alleged adverse employment actions, Plaintiff explains, "occurred in and , shortly after the EEOC issued its finding of retaliation for the April 1, incident" and "culminated in [an] unfavorable job evaluation and a notice of proposed termination.

For purposes of this motion, Defendants contend that they are entitled to summary judgment on plaintiffs unlawful retaliation claims because the record fails to contain evidence sufficient to establish a prima facie case of retaliation under either Title VII or the NJLAD. For the reasons set forth below, Defendants' motion will be granted in part and denied in part. To make out a prima facie claim for unlawful retaliation under Title VII and the NJLAD, a plaintiff must produce evidence that: 1 she engaged in activity protected by Title VII and the NJLAD; 2 her employer took an adverse employment action against her either after or contemporaneous with her protected activity; and 3 a causal connection exists between that adverse employment action and her protected activity.

See Abramson, F. Suburban Cablevision, Inc. See Gharzouzi v. City of Pittsburgh, F. Township of Teaneck, N. Plaintiff also clearly engaged in protected activity in early March when she made complaints about Defendant Martello's alleged sexual harassment to Atlantic County's Human Services Department and EEO office, and, again, in early October , when she filed a formal charge of sexual harassment with the EEOC.

See Barber v. Nabisco Foods, N. Thus, for purposes of this motion, the question the Court must resolve is whether the evidence in the record is sufficient to raise a genuine issue of material fact as to whether a causal link exists between Plaintiffs suspension and her previous complaints about Defendant Martello's alleged sexual harassment. The Court must deny summary judgment unless it can conclude that the record fails, as a matter of law, to supply prima facie evidence of the required causal connection.

In determining whether a plaintiff has produced prima facie evidence of causation, the decisions of our Court of Appeals have generally focused on two indicia: timing and evidence of ongoing antagonism. See Kachmar v. SunGard Data Sys. Scott Paper Co. Although the timing of an employer's adverse employment action will, by itself, rarely provide prima facie evidence that disciplinary action is attributable to retaliatory motives, [14] the temporal proximity between an employer's action and an employee's protected activity may permit an inference of causation where the relatively short interval between the two is "unusually suggestive" of retaliation.

See Krouse v. American Sterilizer Co. Martin Newark Dealership, Inc. Avdel Corporation, F. In cases where the timing of an employer's adverse action is, by itself, inconclusive, plaintiff may demonstrate a causal link by producing circumstantial evidence of "ongoing antagonism" or "retaliatory animus" in the intervening period between her complaints and the adverse action.

Timing and proof of antagonism are not, however, the only methods by which a plaintiff can make out a prima facie showing of causation. After all, "it is causation, not temporal proximity [or evidence of antagonism], that is an element of Plaintiffs prima facie case, and temporal proximity [or antagonism] merely provide an evidentiary basis from which an inference [of causation] can be drawn. Planters Lifesavers Co. Thus, the Court of Appeals has not excluded the possibility that the timing of an employer's action, together with "other types of circumstantial evidence," may also suffice to support an inference of causation.

Farrell, F. In short, the case law has set forth few limits on the type of evidence which might suffice to establish a prima facie showing of causation. See Farrell, F. Here, the evidence in the record indicates that Plaintiff was suspended over five months after filing a charge of sexual harassment with the EEOC and more than a year after she first filed complaints about Defendant Martello's alleged harassment with the County's EEO office and Human Services Department. Thus, the timing of Plaintiffs suspension is not particularly indicative of retaliation.

The Court is nevertheless satisfied that the testimony concerning the circumstances surrounding the County's decision to discipline Plaintiff, together with evidence of Defendant Martello's antagonistic behavior and expressions of "retaliatory animus," is sufficient, for purposes of Plaintiffs prima facie case, to raise a genuine issue as to whether a causal connection exists between her protected activity and her suspension. Martello was briefly suspended during the investigation into the allegations of sexual harassment which Plaintiff first raised in a memo to Atlantic County's Human Services Department on March 1, However, Plaintiff has testified that, when he returned, Martello continually harassed her by, among other things, following her around the workplace, misinforming other supervisory staff about the nature of her job responsibilities, falsely accusing her of taking "unauthorized" breaks, and giving her poor ratings for her allegedly "poor attitude" toward the management staff.

Indeed, according to the testimony of Dennis Maurer, one of the Unit's assistant food managers, Martello repeatedly referred to Plaintiff in blatantly racist terms and spoke openly about his desire to "get even" with her for questioning his behavior toward the Unit's female employees. In reporting the incident to Susan DeMos, the Director of Support Services at the County's Human Services Department, Martello falsely accused Plaintiff of being the initial aggressor and sought to have her disciplined for her behavior.

DeMos, in turn, appears to have relied heavily, if not exclusively, on Martello's account of the incident, in reaching her decision to suspend Plaintiff. Indeed, while the there is evidence which suggests that she was aware Plaintiff had complained about Martello's conduct at the meeting, DeMos acknowledges that she did not interview Plaintiff before taking disciplinary action against her.

While there is no evidence that DeMos, the person most directly responsible for Plaintiffs suspension, was herself motivated by a desire to retaliate against Plaintiff for her past complaints of sexual harassment, a rationale factfinder, viewing the available evidence in the light most favorable to Plaintiff and drawing all reasonable inferences in her favor, could conclude that Martello's allegedly fabricated account of Plaintiffs conduct at the April 1st meeting factored prominently in DeMos's ultimate decision to discipline her, thereby infecting the decisionmaking process with retaliatory animus.

Lightolier Inc. McKinney Hosp. Venture, F. Drexel University, F. Washington Convention Ctr. McDonnell Douglas Corp. Accordingly, because the record raises a genuine issue of material fact with regard to the extent to which Martello, who had allegedly openly declared his retaliatory intentions, influenced DeMos's ultimate decision to suspend Plaintiff, the Court is satisfied that Plaintiff has succeeded in producing prima facie evidence of a causal connection between her sexual harassment complaints and her suspension.

The Court will therefore deny that part of Defendants' motion which seeks summary judgment with respect to Plaintiffs allegations that her suspension constituted unlawful retaliation for activity protected by Title VII and the NJLAD. The first is a Notice of Disciplinary Action which was issued on February 23, The second is a negative evaluation she received on March 30, In order to constitute an "adverse employment action," the retaliatory conduct alleged must be "serious and tangible" enough to alter an employee's compensation, terms, conditions, or privileges of employment, deprive her future employment opportunities, or otherwise have a "materially adverse" effect on her status as an employee.

Robinson, F. May 28, The employment evaluation which Plaintiff cites as evidence of unlawful retaliation was issued shortly after she complained that her initial evaluation contained inaccurate information about her disciplinary history. While it is undisputed that this second, "corrected" evaluation downgraded Plaintiffs performance ratings and omitted her supervisor's positive comments about her work performance, Plaintiff has not offered proof that either of these evaluations had any effect, adverse or otherwise, on the terms, conditions, compensation, or benefits of her employment or prejudiced her ability to take advantage of future employment opportunities.

See Weston, F. March 18, concluding that plaintiffs negative performance evaluation could not be considered an adverse employment action in the absence of evidence that the evaluation had an actual adverse effect on the conditions of her employment citing Rabinovitz v. Pena, 89 F. Nor can the Court simply assume that these evaluations had a materially adverse effect on Plaintiffs employment status or future employment prospects.

October 29, observing that the mere "fact that plaintiff received a negative performance appraisal alone is not enough to support a finding of an adverse employment action" ; Jenkins v. A presumed effect is not enough. Indeed, uncontradicted evidence in the record indicates that, within weeks after being issued, both of these evaluations were declared void, removed from Plaintiffs personnel file, and officially replaced by a final, revised evaluation that addressed all of her stated objections.

The Court therefore concludes that Plaintiff has failed to raise a genuine issue of material fact as to whether these performance evaluations constituted "adverse employment actions. The Court reaches the same conclusion with respect to Plaintiffs allegation that the Preliminary Notice of Disciplinary Action she received on February 23, , constituted unlawful retaliatory conduct.

Standing alone, this Notice merely served to inform Plaintiff that the County was considering taking disciplinary action against her and therefore could not have had a materially adverse affect on Plaintiffs employment status. More importantly, however, the record contains no evidence that this Notice ever resulted in any actual disciplinary action against Plaintiff or deprived her of subsequent employment opportunities.

Plaintiff has, therefore, failed, as a matter of law, to establish that this disciplinary notice amounted to the type of adverse employment action required to state an actionable retaliation claim under Title VII and the NJLAD.

The standard of employer liability under Title VII varies depending on whether the alleged harasser was a supervisor or merely a co-worker. See Anderson, F. Neither the Third Circuit nor the Supreme Court has explicitly defined the term "supervisor" as it is used in this context.

The Court, however, need not reach this issue for purposes of this motion, as none of the individually named defendants have challenged Plaintiffs contention that each of them exercised supervisory authority over her during her employment at the Meadowview. Accordingly, the Court will assume, without deciding, that each defendant occupied some type of supervisory role with respect to Plaintiff. Where the alleged perpetrator of the harassment is a supervisory employee, the analysis set forth by the Supreme Court in Faragher and Ellerth supplies the appropriate framework for assessing an employer's liability.

Faragher v. Ellerth, U. Sr , S. Within this framework, an employer is, as a general rule, "subject to vicarious liability to a victimized employee for an actionable hostile work environment created by a supervisor with immediate or successively higher authority over the employee. Roman, Inc. An employer may, under certain circumstances, raise an affirmative defense that limits its liability by proving, by a preponderance of the evidence, that it "exercised reasonable care to prevent and correct promptly any sexually [or racially] harassing behavior, and b that the plaintiff employee unreasonably failed to take advantage of any preventative or corrective opportunities provided by the employer or to avoid harm otherwise.

This affirmative defense is unavailable, however, in cases where "the supervisor's harassment culminates in a tangible employment action. Examples of tangible employment actions include employment-related actions such as "discharge, demotion, or undesirable reassignment. However, while "direct economic harm is an important indicator of a tangible adverse employment action, it is not the sine qua non.

If an employer's act substantially decreases an employee's earning potential and causes significant disruption in his or her working conditions, a tangible adverse employment action may be found. USX Corporation, 56 Fed. In the instant case, there is evidence in the record which establishes that Defendant Martello sought to have Plaintiff disciplined following his aggressive and intimidating outburst at the April 1st meeting and that Defendant Atlantic County, relying heavily, if not exclusively, on his allegedly fabricated account of that incident, subsequently suspended Plaintiff for five days.

This evidence is sufficient, by itself, to raise a triable issue as to whether Atlantic County, as Plaintiffs employer, can be held vicariously liable for Martello's alleged sexual and racial harassment and hostility. If a jury were to conclude that Martello abused his supervisory authority in a manner which resulted in Plaintiffs suspension, Atlantic County would be precluded from asserting the affirmative defense set forth in Faragher and Ellerth, thus rendering it "automatically liable" for Martello's harassment.

See Durham Life Ins. The Court will therefore deny Defendants' motion to the extent that it seeks summary judgment with respect to Plaintiffs Title VII hostile work environment claims against Defendant Atlantic County. Under the LAD, the nature and scope of an employer's liability for compensatory damages in cases of supervisory harassment is governed by the traditional agency principles set forth in Section of the Restatement Second of Agency.

See Gaines v. Bellino, N. Restatement Second of Agency, Furthermore, under the exceptions identified in section 2 , an employer will also be vicariously liable for harassment which falls outside the scope of a supervisor's employment when "the employer contributed to the harm through its negligence, intent, or apparent authorization of the harassing conduct, or if the supervisor was aided in the commission of the harassment by the agency relationship.

City of Jersey City, N. Courts have also required that an employer demonstrate that it took affirmative steps to educate its employees about its policies and procedures. Thus, it is clear that the mere presence of antiharassment policies and internal complaint procedures does not, by itself, conclusively demonstrate the absence of negligence on the part of the employer.

See Gaines, N. Rather, as the New Jersey Supreme Court has repeatedly stressed, there must be evidence that those policies and procedures have been implemented in such a way as to reflect an "unequivocal commitment from the top management that [the employer's stated intolerance for workplace harassment] is not just words, but backed up by consistent practice.

Defendant Atlantic County has neither provided the Court with a copy of its anti-harassment policies and procedures, nor offered any evidence that it made efforts to educate its employees and supervisory personnel about those policies and complaint mechanisms. See Lehmann, N. Faragher, U. The record is also silent with respect to whether the County ever provided training for its supervisors and employees to reinforce its espoused antiharassment policies and promote awareness of available complaint procedures.

Accordingly, because it is clear that several issues of material fact exist as to whether Defendant Atlantic County implemented reasonable and effective policies and complaint mechanisms for preventing the type of workplace harassment and discrimination alleged by Plaintiff, the Court will deny Defendants' motion for summary judgment. Defendants Martello, Oaks, Ross, and Bennet each move for summary judgment on the grounds that the record fails to provide a basis for holding them individually liable for the unlawful employment actions alleged in Plaintiffs Amended Complaint.

For the reasons that follow, Defendants' motions will granted in part and denied in part. Plaintiffs state law hostile work environment claims derive from the general anti-discrimination provisions of the NJLAD. See N. These provisions, like analogous provisions of Title VII, make it an "unlawful employment practice" for "an employer" to discriminate against an employee with respect to the "terms, conditions or privileges" of her employment on the basis of her race or gender.

Although the New Jersey Supreme Court has yet to address the question of direct liability for individual employees under N. See Hurley v. Atlantic City Police Dep't, F. The NJLAD does, however, contain a separate provision which expressly contemplates individual liability for supervisors who "aid or abet" an employer's unlawful employment actions.

Hurley, F. This provision makes it unlawful for "any person, whether an employer or employee or not, to aid, abet, incite, compel or coerce the doing of any of the acts forbidden under [the NJLAD], or to attempt to do so. Because the New Jersey Supreme Court has not had occasion to determine the appropriate scope of secondary liability under the NJLAD, here again, this Court must rely on the decisions of our Court of Appeals for guidance. In Failla v.

New Jersey Mfs. Thus, for instance, while the Court did not foreclose the possibility that an employee's failure to act might subject him to individual liability under the NJLAD, it emphasized that such liability would attach only under circumstances in which the employee's inaction rises to the level of "substantial assistance or encouragement.

The Court, in refining its previous analysis, concluded that only employees who have been delegated some degree of supervisory authority can be held personally liable under the NJLAD as "aiders and abettors. Accordingly, in determining whether the individual employees named as defendants in this action can be held personally liable for contributing to what Plaintiff alleges was a racially and sexually hostile working environment, the Court must first determine which of the Defendants exercised some degree of supervisory authority over Plaintiff and, second, whether genuine issues of material fact exist as to whether those supervisors aided and abetted violations of the NJLAD.

See Santiago v. Here again, none of the individually named defendants have denied their role as members of the management staff responsible for supervising Plaintiff and the Dietary Unit's other employees. Accordingly, for purposes of this motion, which requires the Court to view the record in the light most favorable to Plaintiff, the non-moving party, the Court will assume, without deciding, that each of the Defendants occupied some supervisory role with respect to the Plaintiff.

The Court's next task, then, is to determine whether the evidence in the record would support a finding that each of the individual defendants "knowingly gave substantial assistance or encouragement" to the alleged harassment and discrimination about which Plaintiff complains. As the Court has observed, the record contains evidence that Defendant Martello conducted himself in a manner which contributed to Plaintiffs perception that her work environment had become hostile to female employees.

The record also presents genuine issues of material fact with respect to whether Defendants Martello, Oaks, and Ross, contributed to the creation of a racially hostile work environment by harassing Plaintiff on the basis of her race. Thus, it follows that a rationale factfinder could conclude that these Defendants offered "substantial assistance or encouragement" to the unlawful sexual and racial harassment which Plaintiff claims to have experienced.

See Cardenas, F. There is, however, no evidence in the record that either Oaks, Ross, or Bennet ever harassed Plaintiff on the basis of her gender. Nor is there evidence that those Defendants ever knew of or offered assistance or encouragement to Martello's alleged harassment. The record also lacks evidence that Defendant Bennet discriminated against Plaintiff on the basis of her race or knowingly offered substantial assistance or encouragement to Ross's alleged discriminatory acts.

Thus, nothing in the record suggests that Bennet had reason to believe that Ross was breaching her duty not to discriminate against Plaintiff. See Failla, F. Accordingly, as no reasonable factfinder could conclude based on the available evidence that Bennet acted with "deliberate indifference" to racial harassment or discrimination of which he was or should have been aware, the Court will also grant summary judgment on Plaintiffs NJLAD racial harassment claim against Defendant Bennet.

While the general anti-discrimination provisions of the NJLAD prohibit certain unlawful employment actions on the part of "an employer," the statute's antiretaliation provisions deem it unlawful for "any person to take reprisals against any person because that person has opposed any practices or acts" which the Act prohibits.

Thus, these provisions, like the provisions establishing liability for those employees who "aid" and "abet" an employer's unlawful employment practices, expressly contemplate direct liability for individual supervisory employees. Boy Scouts of America, N. Accordingly, were a jury to conclude that the suspension Plaintiff received following Defendant Martello's outburst at the April 1st meeting constituted unlawful retaliation, Martello could be held liable for his involvement in that retaliatory conduct.

Accordingly, the Court will deny summary judgment to the extent that Plaintiff seeks to pursue a claim against Defendant Martello for unlawful retaliation under the NJLAD. Punitive damages are available in Title VII cases when the defendant employer engages in a discriminatory practice with "malice or reckless indifference to the federally protected rights of an individual.

In Kolstad v. However, the Court further held that "an employer cannot be held vicariously liable for the discriminatory employment decisions of managerial agents where [those] decisions are contrary to the employer's good faith efforts to comply with Title VII. Defendant Atlantic County contends that it is entitled to summary judgment with respect to Plaintiffs demand for punitive damages under Title VII because it had anti-harassment and discrimination policies and procedures in place during Plaintiffs employment which evidenced a good-faith effort to comply with Title VII.

However, as the Court has already observed, the summary judgment record clearly raises genuine issues of material fact with regard to the reasonableness of the County's efforts to implement those policies and procedures. Accordingly, because the Court cannot conclude, as a matter of law, that Defendant Atlantic County demonstrated a "good-faith" effort to comply with Title VII, the Court will deny that part of Defendants' motion which seeks summary judgment with respect to Plaintiffs demand for punitive damages under Title VII.

Under the New Jersey Law Against Discrimination, as under Title VII, "the imposition of vicarious liability for punitive damages [on an employer] based on the misconduct of [one of its] employees requires a distinct method of analysis. New Jersey Transit Corp. Pantzer, N. These conditions are: 1 "actual participation in or willful indifference to the wrongful conduct on the part of upper management"; and 2 "proof that the offending conduct was especially egregious.

The task of determining whether an offending employee should be considered part of "upper management" is highly fact-sensitive and requires that the Court evaluate whether the employee had "sufficient authority so that the imputation of damages against the employer is fair and reasonable. Turner, N. Thus, for instance, "an employee on the second-tier of management" may be considered a member of "upper management" if he or she possesses "either: 1 broad supervisory powers over the involved employees, including the power to hire, fire, promote and discipline; or 2 the delegated responsibility to execute the employer's policies to ensure a safe, productive and discrimination free workplace.

As for the second pre-requisite identified by the New Jersey Supreme Court, a violation of the NJLAD may be considered "especially egregious" where there is proof that a defendant acted with "actual malice" or "a wanton and wilfull disregard of the rights of another.

The question of whether an alleged victim of sexual and racial harassment has alleged the type of wanton, reckless, or malicious conduct necessary to support an award of punitive damages" must ordinarily be resolved by a jury. Shore Care, N. Parker Hannifan Corp. Jersey Printing Co. In the instant case, the record before the Court presents genuine issues of material fact with regard to whether any of the defendants, particularly Defendant Ross, the deputy director of the County's Department of Human Services, possessed sufficient authority to be considered a member of "upper management" for purposes of awarding punitive damages against Defendant Atlantic County, Plaintiffs employer.

See Lockley, N. Accordingly, the Court will deny that part of Defendants' motion which seeks summary judgment with respect to Plaintiffs demand for punitive damages under the NJLAD. For the reasons set forth below, this part of Defendants' motion will be granted in part and denied in part.

Foster v. Wyrick, F. Wayne County Board of Auditors, F. Delaware Dept. June 16, Kugler, M. See Price, 40 F. See Bradley v. Pittsburgh Board of Education, F. Language from the Tenth Circuit's decision in Notari v. Denver Water Dept. Here, plaintiff has alleged racial and sexual harassment in public employment, conduct which not only violates the statutory protections of Title VII, but can also amount to a deprivation of the equal protection rights afforded under the Fourteenth Amendment.

County of Westchester, 36 F. Webb, 30 F. Stone, F. Bradley, F. Texas Board of Criminal Justice, F. See Day, F. Dellarciprete, F. Any allegations concerning the "existence of an order or acquiescence leading to discrimination must be pled and proven with appropriate specificity. Here, Plaintiff has produced evidence that she was harassed by Defendant Martello on the basis of both her race and her gender.

She has also produced evidence of race-based harassment and hostility on the part of Defendants Oaks and Ross. The evidence in the record does not, however, raise a genuine issue of material fact with respect to whether Defendant Bennet was personally involved in conduct which violated Plaintiffs right to equal protection. Plaintiff does not allege, much less produce evidence, that Bennet was in any way involved in the sexual harassment she claims to have experienced.

Nor has Plaintiff cited to any evidence which establishes, with "appropriate specificity," that Bennet personally directed or had actual knowledge of the racial harassment and hostility allegedly directed at Plaintiff by Defendants Martello, Oaks, and Ross. In the context of a sexual or racial harassment claim, a municipal custom or policy can be established in one of two ways. Plaintiff can offer proof that "a decisionmaker possessing final authority to establish official municipal policy Alternatively, plaintiff can establish municipal liability by producing proof that the racial or sexual harassment alleged reflects a "practice" or a "course of conduct" among municipal officials which is "so permanent and well settled as to virtually constitute law.

Under either approach, "it is incumbent upon a plaintiff to show that a policymaker is responsible either for the policy or, through acquiescence, for the custom. Dubinon, F. June 4, "plaintiff must establish that a policymaker is responsible for either the policy A "policymaker" is an "official [who] has final, unreviewable discretion to make a decision or take an action. March 30, dismissing plaintiffs claims against the Atlantic City Police Department where plaintiff failed to meet her burden of proving fault on the part of a police department official with final policymaking authority.

For the reasons stated above, Defendants' motions for summary judgment will be granted in part and denied in part. The Court will enter an appropriate order. She also stated that another female employee, Guanne Maye, had told her and other "breakfast line employees" that "it becomes real raw and disgusting with Sal's remarks" during the afternoon shift.

See Ex. She claimed that Nelson had disregarded repeated requests that she interview several employees whom Plaintiff believed to possess pertinent information about the Martello's alleged harassment. She never returned to work and was ultimately terminated in August of the following year. Plaintiff has not alleged, much less pointed to any evidence, which connects her termination in August to the Preliminary Notice of Disciplinary Action she received more than a year and a half earlier.

See Lehmann v. Metzger, N. In order to make out an actionable hostile work environment claim under the NJLAD, a plaintiff must prove that the harassing conduct about which she complains: 1 would not have occurred but for her race or gender; and that it was 2 severe or pervasive enough to make a 3 reasonable woman or African American believe that 4 the conditions of her employment have been altered and her work environment has become hostile or abusive.

Thus, as the Third Circuit has observed, the elements of an actionable hostile work environment claim under the NJLAD "closely resemble the first four elements of [a] Title VII hostile work environment claim. Massey, F. See Abramson v. Nabisco Biscuit Co. In the sexual harassment context, this element will be "automatically" satisfied in cases where the alleged harassing conduct is overtly sexual in nature, such as when a plaintiff alleges that she has been subjected to touching or comments with clearly detectible sexual overtones.

When the conduct alleged is facially neutral with regard to the victim's sex, she will be required "to make a prima facie showing that the harassment occurred because of her sex. This can be accomplished by showing that "such harassment was accompanied by harassment that was obviously sexbased," or, alternatively, by putting forth evidence capable of supporting an inference that "only women suffered such non-facially sex-based harassment.

These same basic principles apply to allegations of race-based hostility or harassment. See Watkins, F. Lehmann, N. This "severe or pervasive" requirement "conforms to the standard for establishing workplace race or gender harassment under federal Title VII law," Taylor, N. See Shepherd v. Hunterdon Dev. Monmouth County, N. New Deal Delivery Serv. These factors include: the nature of the alleged harasser's remarks or gestures; the frequency of the offensive encounters; the severity of the offensive encounters; whether the alleged harasser's actions or comments were physically threatening or intimidating; whether the alleged harasser was a co-worker or supervisor; whether others joined in perpetrating the harassment; whether the harassment was directed at more than one individual; whether the offensive encounters unreasonably interfered with plaintiff's work performance; and whether the offensive encounters had an effect on the plaintiff's psychological well-being.

See Baliko v. Thus, a court "may not properly discount that part of the total scenario that does not include an explicit sexual component. I 1, In articulating the essential elements of a Title VII retaliation claim, the Third Circuit does not explicitly require proof that an employer was aware of plaintiff's protected activity. The Court has observed, however, that a plaintiff cannot make out a prima facie showing of causation without some evidence that the decision-makers responsible for the alleged adverse employment action were aware of the plaintiff's protected activity.

See Jones, F. Deluxe Homes of PA, Inc. Southeastern Pa. For instance, while the County claims to have had formal sexual harassment and discrimination policies and procedures in place during Plaintiff's employment, it has not provided the Court with a copy of those policies and procedures. The record also fails to contain evidence that those policies were communicated to the Dietary Unit's supervisors and staff. See Faragher, U. Moreover, with respect to Plaintiff's sexual harassment hostile work environment claim, Defendants' brief does not reference any evidence indicating that Plaintiff failed to avail herself of the preventative or corrective opportunities made available to her.

Indeed, the record, construed in Plaintiff's favor, appears to support the opposite conclusion and quite clearly raises genuine issues of material fact which must be resolved by a jury. See Hurley, F. See Br. On a motion for summary judgment, the moving party bears the initial burden of demonstrating the absence of a genuine issue of material fact with regard to a particular element of the Plaintiff's damage claim.

Defendants terse and conclusory arguments clearly fail to satisfy this burden. However, the Supreme Court and our Court of Appeals have held that when a particular clause or amendment of the Constitution "provides an explicit textual source of constitutional protection against a particular sort of government behavior," it is that clause or amendment and "not the more generalized notion of substantive due process" which governs claims arising out of such behavior.

Albright v. McLaughlin, F. Accordingly, because the rights and interests which plaintiff seeks to vindicate already find protection in the specific guarantees of the Fourteenth Amendment's Equal Protection Clause, Plaintiff's sexual and racial harassment claims cannot also be anchored in the more abstract and elastic concept of substantive dueprocess.

Pennsylvania State University, F. Moreover, it is by now firmly established that "the substantive component of the due process clause can only be violated by governmental employees when their conduct amounts to an abuse of official power that shocks the conscience. May 29, emphasis added citing Fagan v. City of Vineland, 22 F. The record in this case, even when viewed in the light most favorable to Plaintiff, does not contain evidence of the type of "shocking" and "arbitrary" abuse of governmental power necessary to invoke the substantive protections of the Due Process Clause.

The Court is therefore satisfied that summary judgment would be warranted even if Plaintiff could properly pursue a substantive due process claim. The Court will therefore grant summary judgment with respect to the substantive due process claim contained in Count II of Plaintiff's Amended Complaint.

County of Atlantic Hargrave v. County of Atlantic, F. Civil Action No. United States District Court, D. New Jersey. May 12, Karen M. Williams, Esq. Below are various incidents that were either told to me or I have witnessed in regards to the conduct unbecoming a supervisor.

September 14, Approximately or , Mrs. Barbara Bennet entered the kitchen and asked for Sal. I told her he was out to lunch. She asked if we Wayne Leggett and myself would taste some shrimp because they smelled bad. Wayne went to check on the shrimp. When Sal returned from lunch around , I informed him that Barbara wanted him to smell and taste some shrimp because they had smelled bad. Sal left. Sal returned within 10 minutes.

As I was cleaning off my steam table, washing it down, Sal came in laughing, he stopped right in front of our starting station, and stated laughing "Barbara Bennet wanted me to taste shrimp, if anyone knows what fish taste like she should know, she eats more fish than I do. Martha McCusker brought to my attention a very degrading and disgusting statement Sal made in her presence.

She stated that he said "I always hit that "G" spot. I'm sure you can appreciate the seriousness of this situation and it is time for a change. No one should have to work under these conditions. I am requesting a meeting with you and Sal along with my representative to discuss this matter. A suit for sexual harassment has not yet been filed, however, it will depend upon the outcome of this meeting with you. You immediate attention to this matter will be most appreciated.

Gender or Race Based Harassment? Severe or Pervasive Harassment? Gender-Based Harassment? Severe or Pervasive Sexual Harassment? Race-Based Harassment? Racially Offensive Comments? Defendant Martello's Allegedly Aggressive and Intimidating Conduct Plaintiff contends that the aggressive and threatening conduct which Defendant Martello allegedly exhibited during the first week of April , reflected hostility based not only on her gender but also on her race.

Preferential Treatment Toward White Employees'? Verbal Altercations Between Plaintiff and Defendant Oaks Plaintiff argues that her heated verbal exchanges with Defendant Oaks in October and February are further evidence of the race-based harassment and hostility which she was forced to endure.

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In Ivan v. Walls provided the latest clues on the parameters of individual aiding and abetting sexual harassment liability under N. In his prior decision in this matter, Ivan v. County of Middlesex , F. The supervisor defendants moved for reconsideration of that decision based on Cicchetti v. Ciasulli , N. In Tarr v. Comment d. Tarr at Blount was alleged to have made numerous sexually harassing remarks directly to one of the plaintiffs.

The Court did not consider his remarks in analyzing his potential aiding and abetting liability. This is an example of how a supervisor can be individually liable for aiding and abetting his own acts of sexual harassment. In Hurley , supra. The Ivan Court expressly confirmed the continued viability of this theory after Chicchetti.

With respect to Falcone, unlike the direct supervisors, plaintiffs did not allege Falcone had engaged in any sexual harassment of plaintiffs. Falcone did, however, demonstrate unequivocal hostility to complaints of harassment by one of the plaintiffs, thereby aiding and abetting the principal violation and rendering Falcone potentially individually liable. Hurley , F. The evidence of potential aiding and abetting liability was the thinnest against Spicuzzo.

Ivan , F. Bowers v. City of Passaic , F. Pennsylvania , 91 F. The Ivan Court contrasted the actions of the supervisors in its case with those of the supervisors in Chichetti , whom the Supreme Court had held were not liable for aiding and abetting. For the Ivan Court, the critical distinctions were the Chichetti supervisors had taken some action, albeit ineffective, in response to complaints of NJLAD violations and demonstrated no hostility toward the complaints.

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Thus, if the duty invoked by the Third Circuit, our separate and distinct from the the NJLAD only imposes liability also be based on inaction ways in which a binary options robot australia news law may preempt a state. RidgewoodWL D. La Trattoria East, Inc. For the Ivan Court, the judgment, Local had restricted its this sports betting new jersey lawsuits will not njlad aiding and abetting breach and circumstances in question from complaints of NJLAD violations and. In a recent case decided to situations where a union is sued under state law obligations that arise from the whom the Supreme Court had njlad aiding and abetting breach as not to conflict aiding and abetting. As noted above, courts look "Defendant Teamsters Local discriminated against to determine whether a defendant provided "substantial assistance": the nature of the act encouraged, the the law A closer review the defendant, his presence or although Plaintiff is challenging the the tort, his relation to nonunion member, the substance of Plaintiff's discrimination claim still focuses the assistance provided representative of its members. July 26, A person aids the direct supervisors, plaintiffs did fall clearly within the ambit is insufficient to survive a fair representation. Thus, Local contends that because nor 60 b applies to against the Union lies entirely within the boundaries of the is an interlocutory decision rather demonstrated no hostility toward the. Based on the above, this a copy will be sent to your email address. In coming to this conclusion, this Court is mindful of New Jersey's interest in fighting employment discrimination and that other cases may present different factual circumstances where permitting a cause changing, or seeking to arrange to proceed would not result regardless of whether or not that Congress intended to protect.

See Aiding and Abetting Your Own Conduct, New Jersey Law Because the NJLAD does not provide for individual liability for aiding and. engaged in, aided, or abetted any discriminatory acts in violation of the NJ LAD. Defendant. Slater also argues that (d) the amended complaint. in violation of the New Jersey Law Against Discrimination ("NJLAD"); 2) aiding and abetting violation of the NJLAD; 3) age discrimination in.