On December 4, 2015, the Appellate Division decided the can of Rose Fonrose Louis v. Burger King Corp, and held that the petitioner’s sole remedy for sexual harassment at work was in the Workers’ Compensation court. The case arose during Petitioner’s employment at Burger King in the Monmouth Mall. During the length of employment, Petitioner was sexually harassed by an assistant manager who made inappropriate sexual advances while they were both in a walk-in freezer. While the harassment was occurring, the store manager opened the door of the walk in freezer, looked at both employees, and closed the door.
Testimony revealed that while the manager had the door open, the assistant manager stopped his harassment. Later the same day, the assistant manager again made inappropriate sexual advances toward the petitioner while both were working. Petitioner did not report the incidents, however the following day her husband called to complain to the manager about how his wife was treated and he also made a visit to the store to follow up. At that time, Burger King had a written policy prohibiting workplace harassment, and that policy had been issued to all employees.
In following and consistent with the harassment policy, the manager reported the incidents to the district manager, who initiated an investigation and transferred the offending assistant manager to another store. Several days later, the petitioner also filed a complaint with the police department, who charged the assistant manager with fourth-degree criminal sexual contact.
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