Employee brings charges against Boys & Girls Club key volunteer
By MATTHEW NASHand MARK COUHIG
Lindsey A. Richardson, 34, a Sequim Boys & Girls Club employee, has filed a sexual harassment charge against the organization.
In her complaint Richardson says she was subjected to harassment by Stephen Rosales, a volunteer with the club who also serves on the Boys & Girls Clubs’ board of directors.
The “charge of discrimination” was filed April 21 with the Washington State Human Rights Commission and the federal Equal Employment Opportunity Commission. In the filing Richardson alleges that Rosales subjected her to physical and verbal harassment, including “numerous sexual comments regarding other women at the facility.”
Rosales said to date no one has contacted him about the charge except the clubs’ in-house counsel. Rosales also said he has not seen the complaint but denied any claims made against him.
“I will be totally exonerated from these false charges,” he said.
While indicating he is troubled by the charges, he said, “There has been a silver lining — the overwhelming support from the community is mind-boggling.”
“I love this club and this town and it’s sad how (Richardson) can do this kind of damage to a person.”
Rosales said he has signed a confidentiality agreement with the club and chose not to comment further.
The Sequim Gazette contacted Richardson, who deferred comments to her attorney, Terry A. Venneberg of Gig Harbor.
In her complaint, Richardson said Rosales often made “sexual remarks” about students’ mothers and asked her to “hook him up” with several of them. Richardson said Rosales “on numerous occasions” screamed and yelled at her and other female employees but “has not engaged in this type of conduct with male employees.”
According to Venneberg, the abuse extended to physical harassment, including an occasion when she was “pushed while in her chair” by Rosales.
Richardson was first hired by the club in August 2006 and served as snack coordinator before leaving Feb. 13, 2009.
Richardson was rehired by the club as an on-call staff member in June 2010 before being hired as a part-time membership services staffer in December 2010. In that role she worked at the facility’s front desk. Rosales, who began volunteering in 2006, also worked at the front desk.
Employee Confidentiality Agreement - News
At Cetus, Dr. Holodniy was asked to sign and did sign a Visitor's Confidentiality Agreement , stating, “I will assign and do hereby assign” to Cetus all “right, title and interest in each of the ideas, inventions and improvements” made “as a
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As standard practice, employees must also complete FINRA's Employee Confidentiality and Invention Assignment Agreement and comply with the company's policy on nepotism. The Financial Industry Regulatory Authority (FINRA) is the largest independent
Rosales said he has signed a confidentiality agreement with the club and chose not to comment further. The contacted Richardson, who deferred comments to her attorney, Terry A. Venneberg of Gig Harbor. In her complaint, Richardson said
An attorney for one of the victims, Natania Reuben, confirmed the settlement but declined to give further details, saying the settlement that occurred earlier this year was bound by a confidentiality agreement. "I can confirm it happened,
Why a Non-Solicitation and Confidentiality Agreement Are Good ...
Unfortunately for employers, non-competition agreements have been found to be unenforceable in the State of California and restricted in some other states. In August of 2008, in a unanimous decision, the State Supreme Court ruled that non-compete clauses are unenforceable in California in most circumstances (there are exceptions in connection with the sale of a business and the dissolution of a partnership). So how do you as an employer protect your business interests when an employee leaves? By addressing these issues at hire. A good alternative to the non-compete agreement in California and some other states with restrictions on noncompetes is a narrowly defined non-solicitation agreement and employee confidentiality agreement restricting former employees use of trade secrets in soliciting company customers. Most business owners are familiar with employee confidentiality agreements. However, many do not fully understand how effectively it can protect your business in similar fashion as would a non-compete. For states like California where non-competes are unenforceable, an employee confidentiality agreement by itself or combined with a non-solicitation agreement are excellent business protection document alternatives. b) Business information, including customer lists, pricing data, sales and financial information, sources of supply, and marketing, production, merchandising systems or plans, and business plans; client lists; intellectual property holdings; correspondence, both internal and external in nature, email, computer files, software, data, research, techniques, and licensing and other legal agreements. Consider for a moment how difficult it would be for a former employee to compete against you in business without violating this agreement. Sure it could be done, but clearly if adhered to, it prevents a former employee from legally using your most important information and customer base against you. Further, confidentiality agreements are generally enforceable in California and other states.
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