Pastor, County commissioner, sexual harasser
DEKALB, GA – In a suit filed with the county and the U.S. Equal Employment Opportunity Commission, DeKalb County Commissioner Gregory Adams has been accused by a former employee of sexual harassment, sex-discrimination and creating a hostile work environment.
Ashlee Wright, a former executive assistant to Adams, who was quickly promoted to district director, is suing the Commissioner because of the sexual harassment she faced while working Adams. According to her suit, Adams expressed inappropriate “love” for Wright. Adams would repeatedly ask to see pictures of Wright in her bikini, and, in one incident, Adams requested Wright come to his hotel room at 3:29 A.M. while the two were at an out of town conference. Wright even has a recording where Adams stated “Ashlee had me covered…she know what her Big Daddy like.”
According to her suit, Wright felt that Adams put her job in jeopardy. According to Wright, Adams wrote a message to her stating “it’s either ride or die or goodbye.” This type of behavior can be considered quid pro quo sexual harassment and is actionable under Title VII of the Civil Rights Act of 1964. Currently, Wright is on administrative leave.
Adams has released numerous statements regarding the events. The former Pastor and police officer asserts that he has not done anything wrong and a full investigation will clear his name.
Claims of sexual harassment are a form of sex-based discrimination under Title VII. Sexual harassment comes in two basic forms: quid pro quo, and hostile work environment. Quid Pro Quo sexual harassment is a form of sexual harassment where a supervisor, manager or coworker predicates job benefits, including the benefit of having a job, on an employee acquiescing to the sexual advances of that supervisor, manager or coworker. Here, Wright felt that Adams predicated her continued employment on her acquiesces to the Adams sexual advances.
Wright brought her claim with the EEOC. The EEOC is the administrative agency created under Title VII to handle claims of sexual harassment and employment discrimination. Before an employee can bring a claim in federal court, they must first bring a claim with he EEOC. The EEOC will investigate the claim and issue one of three determination: 1) A letter of determination, which states that the EEOC has found enough probable cause that discrimination occurred and the EEOC plans to litigate the claim on behalf of the employee; 2) a “right to sue” letter, which states that the EEOC has not found enough probably cause to pick up the case, but it does give the employee a right file the claim in federal court; and lastly 3) a finding of no probable cause, which means, after their investigation, the EEOC determined that no discrimination occurred.
If you feel you have been the victim of workplace discrimination or sexual harassment in New York City, Miami, New Jersey or Philadelphia or if your employment rights have been violated, call us at 800-807-2209 for a free consultation to discuss your possible claim. Our attorneys are available to review your claims and prepare a solid case to recover the damages and justice you deserved.
- Sexual Harassment Attacks Hedge Fund Employees - September 23, 2022
- Working Moms: What Are Your Rights at Work? - August 12, 2022
- 8 Payday Rules Your Employer May Be Breaking - August 2, 2022
- The Effects the Gender Pay Gap has on Women - July 20, 2022
- What is the Purpose of Family and Medical Leave Act (FMLA)? - June 30, 2022
- NYS ADULT SURVIVORS ACT: Adults Can Now Sue for Sexual Assault No Matter How Many Years Ago It Happened - June 3, 2022
- Can Men Become the Victims of Sexual Harassment at Work? - May 26, 2022
- What Do You Need to Prove Wrongful Termination? - May 13, 2022
- Can You Get Fired from Work for Requesting a Disability Accommodation? - May 6, 2022
- The Effects of Gender Discrimination on Roles and Wages in the Workplaces - March 18, 2022