On April 18, 2012, after being laid off from her job at a pharmaceutical manufacturing company, Amy Hagerty, a 32-year-old New York City woman, found herself in a position of “extreme vulnerability,” she said in a statement to the New York Daily News.
Her ex-husband, a former corporate vice president, was making a $200,000-a-year salary and was living in a Manhattan apartment.
“I have a son who is 8 and a daughter who is 3,” she told the paper.
“These children are dependent on me and I’m not safe from them.”
Hagert’s attorney, Daniel A. Schulkin, told the newspaper that her allegations were baseless and that her client was not retaliated against for filing a complaint.
The New York Civil Liberties Union (NYCLU) filed a complaint against the former chief executive officer of a medical equipment company, who they accused of retaliating against a woman who filed a sexual harassment complaint with him about her boss’s sexual behavior.
“He said he was sorry if she felt that way about him, and that she should have been more aware that he would not tolerate sexual harassment,” the NYCLU said in the complaint, which was filed in federal court.
“It is clear from this complaint that the alleged retaliation against Amy Hagers is completely and utterly false and that this retaliatory act was retaliatory, in fact, an attempt to cover up the fact that Hagerts former boss engaged in conduct that was hostile and offensive to Hagers dignity.”
The woman, identified only as Jane Doe, filed a harassment complaint against Hagertt in December of 2012, alleging that he repeatedly made sexual advances toward her.
The complaint alleges that the CEO was “reluctant to give her a date or even a place to meet, because he knew she would be upset if he did not,” and that he “used his position of power to bully her into compliance.”
The NYCLV alleges that “Hagerts employer, Mr. K., engaged in sexual harassment of her, and violated his employment contract with her by treating her as a subordinate.”
Hagers attorney, William Raskin, told Fox News that “the allegations are not only untrue, but totally unfounded.
These are allegations that are completely made up by Ms. Hager.
It’s the opposite of true.
It doesn’t work like that.
It is an attempt by this company to intimidate her into submission.”
Haging’s attorney said that she had received an “urgent appeal” from K and that the lawsuit was “not going to go anywhere.”
She is suing K, alleging retaliation, and for breach of contract.
“She wants this company fired,” Raskins attorney said.
Hagers ex-boss also faces discrimination lawsuit, according to NYCLB complaint The suit filed by the New England Civil Liberties Association (NYCLA) on behalf of Hager, alleges that in 2013, K “filed a discrimination complaint against her based on her gender, claiming she had been fired because of her gender.”
Haggerty’s lawsuit also states that in 2012, K was also terminated after Hager was “sued and pursued for wrongful termination by the former CEO for engaging in sexual conduct with her and other female employees.”
The lawsuit also claims that Hagers dismissal “was motivated by retaliation for filing an EEOC complaint against K, in violation of federal law.” “
The suit claims that the company was not entitled to “reimbursements” for her lost wages, and “that the alleged wrongful termination was due to her being ‘sexually harassed and retaliated’ against.
“The lawsuit also claims that Hagers dismissal “was motivated by retaliation for filing an EEOC complaint against K, in violation of federal law.
“According a statement by the NYLEC, the suit is “designed to seek monetary damages, including punitive damages, for the harm she suffered as a result of retaliation against her, her ex-manager, and her son.
“Disabilities and their employees should not be discriminated against, including in the workplace, because of their disability.” “
Employers must take reasonable steps to accommodate employees with disabilities who require assistance with the workplace,” NYLU said.
“Disabilities and their employees should not be discriminated against, including in the workplace, because of their disability.”
The New England Labor Council (NELC) told NBC News that it “regrets that an employer will retaliate against a disabled person by firing them if they have filed a discrimination claim, and they also say that the employer must provide ‘reasonable accommodation’ for employees who are discriminated against for seeking redress, including for having a disability.”
“Employees have a right to be heard and their complaints must be taken seriously,” the NELC added.
“NELC has been
