In a recent lawsuit, a Disney worker has accused a former top executive of sexual abuse, including multiple incidents of rape. The lawsuit also accuses managers of covering up for the executive, Nolan Gonzales, former vice-president of distribution at Disney. According to court documents, the worker’s managers refused to escalate complaints of sexual abuse by Gonzales, since they were “incentivized to hide Gonzales’s harassment because he generated valuable revenue.” As a result of their negligence and misconduct, the lawsuit alleges that higher ups at Disney created an environment where sexual predators were “free to harass women with impunity.”
The plaintiff, who is identified as Jane Doe to protect her identity, claims that she was raped by Gonzales after he drugged her with ecstasy. Furthermore, she said that he used his power and connections at Disney to force her into having sex with him. In 2018, he threatened to release video of their encounters, which could “ruin her career” if she tried to cut off contact with him.
Gonzales resigned from his position in 2022 when complaints against him became too egregious to ignore. However, it appears that the executive had been taking advantage of women for many years, and that other top-level executives at Disney were aware of his conduct. The fact that he was allowed to stay in a position of power for so long is disturbing, to say the least.
Are you a current or former Disney employee who was sexually abused by Nolan Gonzales? Are you dealing with sexual assault or harassment at your job, and don’t know where to turn? Our attorneys are here for you 24 hours a day, 7 days a week. We are more than ready to protect your rights and ensure that you receive justice from a sexual violence in the workplace claim against your employer.
History of Sexual Assault by Nolan Gonzales
In the lawsuit against Disney, Jane Doe claims that she was not Gonzales’ “first victim nor his last,” though his behavior towards females was known by the company for years. In fact, the plaintiff claims that she overheard a chairperson referring to Gonzales as a “pervert, “and that many other women at the company felt the same way.
The victim said she filed a complaint with Human Resources in 2018, but they refused to investigate Gonzales or take punitive measures against him. In the meanwhile, the plaintiff was demoted from a supervisory position, which she believes to be a form of retaliation for her speaking out against the executive.
As we mentioned before, Gonzales stepped down from his position in 2022 after 2 other workers filed sexual harassment complaints against him. But why were there so many incidents involving this executive, ones that go back 5 or more years? And why were there no investigations into this executive, who was not demoted or punished in any way during the entire time he was with Disney?
These questions point to a systemic problem involving sexual misconduct in the workplace. Perhaps you are one of the employees who were subjected to sexual abuse by Nolan Gonzales. Or, you are working for a different employer, but Jane Doe’s story of blackmail and extortion resonates with you. In these situations, it’s essential to speak to a lawyer who is experienced in workplace sexual assault lawsuits.
What are my Rights if I was Sexually Assaulted at My Job?
There are various protections you can seek under California law if you are subjected to sexual assault and sexual harassment, either by a supervisor or colleague. First and foremost, please report the incident to your Human Resources Department. They are legally obligated to investigate the incident, but they can’t take action on something they are unaware of. There should be a protocol at your workplace to handle these issues, while protecting your safety and well-being as much as possible.
You can, of course, go to a supervisor before or instead of going to Human Resources, but this wouldn’t work if that’s the person who is committing the abuse. Or, the managers have banded together to protect each other and upper executives, which is the accusation being made in the lawsuit against Nolan Gonzales. Thus, we believe it’s better to go to your HR Department as soon as possible, since they are legally obligated to act as a neutral third party.
As we’ve mentioned, the laws require your employer to investigate your complaint according to their anti-harassment / abuse policy. In addition, you should be given instructions on how to file a complaint with the DFEA, or the California Department of Fair Employment and Housing. You may also have the option of filing a lawsuit against your employer, which we can discuss with you during a free, private consultation.
If you are being sexually abused at Disney or any other workplace, please don’t wait to take action, as you have a limited amount of time to sue your employer. You must also back up your allegations with strong and conclusive evidence, which will become more challenging to uncover as time passes by.
The workplace abuse attorneys of Normandie have been fighting for the rights of California employees for several decades. We know what it takes to bring you justice from a sexual assault lawsuit against Disney, so don’t hesitate to call us if you have any questions or concerns.
Average Value of a Disney Workplace Sexual Abuse Lawsuit
The average value of a sexual assault lawsuit in California is around $3,000,000 to $5,000,000 when there are multiple incidents of abuse. However, the resulting injuries from the abuse and how they have affected the victim’s life matter as well, and this is why actual settlements can vary from $1,500,000 to $10,000,000. Conversely, if the victim was subjected to sexual harassment versus sexual assault, the expected settlement range is around $500,000 to $1,500,000.
We want to stress that each case is unique, and the amount of compensation for a sexual abuse lawsuit will vary significantly from one victim to another. Contacting a workplace sexual abuse lawyer is critical to understanding your rights, including how much you can receive if you were sexually assaulted by a Disney executive.
How Long Do these Cases Take to Settle?
Workplace sexual abuse claims often take 1 to 2 years to settle, and even longer, depending on the legal actions that are necessary to recover your settlement. There are state and federal laws dictating how you will need to proceed with these cases, which makes them more complicated than the average personal injury lawsuit. It’s not impossible that an employer will make a fair offer within 4 to 6 months in their eagerness to move forward from the allegations. But this is unlikely with mega-corporations like Disney –a company that prides itself on family entertainment and other wholesome ventures.
There is a tendency for victims to think that they can’t succeed in a lawsuit against these companies. But this is not true, thanks to an increased awareness of workplace sexual violence, along with changes in the laws that protect abused employees. For more information on how long it takes to settle a Disney sexual abuse lawsuit, contact our law firm.
Statute of Limitations to Sue for Sexual Abuse at Work
A lawsuit for sexual misconduct in the workplace must be filed no later than 3 years from the most recent incident of abuse. Keep in mind if you fail to submit your claim within this time, your right to sue your employer will be invalidated by the courts. On the one hand, we know how difficult it is to speak out when you are the victim of assault and other forms of abuse at your job. But we want to assure you that we have extensive experience in the representation of workers just like you, from all walks of life. There’s nothing to lose by taking some time to speak with our legal experts, so please reach out to us if you were sexually assaulted by someone at your workplace.
Contact Normandie Law Firm
No one should have to worry about abuse and violence when you are at work, but unfortunately, many employees are subjected to sexually inappropriate conduct by their managers and other staff members. Those who are facing discrimination, harassment, and sexual assault in the workplace have the right to demand justice for the harm they’ve suffered.
There’s no denying that Disney and other businesses have experienced attorneys to represent them. So, why should you be without legal representation from attorneys that can sue your employer for sexual assault? Along with a proven track record of recovery, we charge you $0 in legal fees under the Zero Fee Guarantee. The only way we get paid is by recovering your settlement, which includes the cost of representing you. If we don’t win your case, we make nothing at all under our policy of “No Recovery – No Payment.”
Contact us immediately to schedule a free case evaluation or meet with us for a free second opinion if you have a pending lawsuit against your employer.
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