By: Richard L. Smith
A Red Lobster restaurant in Woodbury, New Jersey, is facing allegations of failing to properly address workplace sexual harassment, potentially violating state anti-discrimination laws, according to information released by the New Jersey Attorney General’s Office and the Division on Civil Rights (DCR).
The DCR has issued a Finding of Probable Cause, indicating there is reasonable suspicion that Red Lobster did not take adequate action after an employee reported repeated sexual harassment by a male co-worker. 
According to the complaint, a female employee at the Woodbury location informed management that a male line cook had sexually harassed her on multiple occasions, including unwanted physical contact and forcibly attempting to kiss her.
Despite her complaint, Red Lobster allegedly failed to conduct an impartial investigation or take meaningful steps to address the harassment.
New Jersey law requires employers to take immediate and effective action when they become aware of workplace sexual harassment.
Attorney General Matthew J. Platkin emphasized the state’s commitment to protecting workers.
“Everyone has a right to a work environment free from harassment. In New Jersey, our laws protect those rights,” said Platkin. “No reasonable employer can allow such conduct to continue unaddressed. And we hold employers who fail to protect their employees accountable.”
DCR Director Sundeep Iyer stressed the importance of employer responsibility, stating, “Sexual harassment remains a serious barrier to gender equity in the workplace. Employers must take these complaints seriously and follow the law in investigating and addressing them.”
The investigation found that Red Lobster failed to take appropriate action even after the complainant requested a schedule change to avoid working with the alleged harasser.
The restaurant denied her request, and at one point, management allegedly told her the harasser was "more important" to the restaurant’s operations than she was. 
As a result, the complainant felt forced to resign, leading DCR to find reasonable evidence of constructive discharge —a situation where working conditions become so intolerable that a reasonable person has no choice but to quit.
This case stresses New Jersey’s strong protections against workplace harassment and the importance of employers fulfilling their obligations under the law.