A Pennsylvania advertising company is being sued by one its former employees for sexual harassment, which created a hostile work environment. He claims he was fired after making complaints that his boss was hitting on him.
Wesley Linton was hired by Lamar Advertising Company to work as an outdoor sales account executive in November 2015, according to the complaint. His work selling and promoting mostly billboard space met or exceeded his sales quotas.
Linton claims that in December 2015, at a company Christmas party, his direct supervisor, identified as Ms. J.G., called him into her office and asked him to come to her home and play video games with her minor son; he declined the offer.
A month later, Linton and J.G. were assigned to go out and seek new business prospects, but instead J.G. insisted they go clothes shopping, according to the complaint. When J.G. asked Linton to zip up a dress she was trying on, he again declined.
In March 2016, Linton claims he was in a bar and J.G. approached him and put her hand on his chest while speaking to him. Again, he declined engaging in this kind of interaction with her, his direct supervisor.
While working in Lamar’s warehouse, J.G. asked Linton to “give her a lift” back to the sales floor. Before he could respond, J.G. jumped on his back and told Linton to give her a piggyback ride back up to her office. While doing so, Linton claims J.G. made sexually charged comments to him and pressed her body against his.
Shortly thereafter, Linton asked to meet with Lamar’s office manager, who told him that he was a great hire and had a lot of potential with the company. Linton then complained to the office manager about J.G.’s behavior and that he considered it to be sexual harassment; he asked that he no longer be required to report directly to her. Nothing was done, however, and J.G. remained Linton’s direct supervisor.
Instead, Linton claims he was subjected to retaliatory actions such as consistently being called into private meetings with Lamar representatives where he was unjustly criticized for his work performance and received multiple written reprimands for actions that other, non-complaining employees did not.
Linton claims “the disciplinary write-ups issued against [him] were in furtherance of retaliation for [him] reporting sexual harassment and were done in an effort to make him quit his job.”
Finally, just as he was about to leave for a scheduled vacation, Linton was fired. He claims it was done so “in furtherance of gender discrimination and in retaliation for reporting of sexual harassment.”
Linton is represented by Pearce Law of Philadelphia who brought the suit in the Eastern District of Pennsylvania