The only place I’ve seen it reported is on Access Scoop, which mentions that Christine Sherman, a senior advisor to the Duke and Duchess of Sussex, is joining Brunswick Group. The headline spins it as her joining a new firm, rather than her quitting.
Now, a blind item has surfaced—take this with a grain of salt and do your own research. The item hints that a recent former employee has consulted with two attorneys who specialize in employment litigation. John, when we talk about a boss with a rumored history of extreme bullying, can ex-employees actually sue for this kind of behavior? And what if there’s an NDA in place?
Well, regarding NDAs, they can’t shield an employer from illegal activities. If an employee has been subjected to illegal conduct, an NDA doesn’t provide protection against that. Legally speaking, it’s crucial to distinguish between general unpleasantness at work and actual bullying. A demanding boss or someone who frequently changes their mind about work isn’t necessarily committing illegal acts.
In a legal sense often involves repeated, targeted efforts to humiliate an employee, or if the boss is aware of and does nothing about hostile behavior from coworkers. For example, harassment based on gender, race, or other immutable characteristics can be actionable. However, from what I’ve heard, there’s no direct evidence of such behavior at Archewell.
In high-stress environments, such as those in Washington DC, London, or Hollywood, the working conditions can be tough. My experience has shown that environments where bosses provide regular praise and recognition help maintain morale, even under pressure.
It seems that if such a case went to court, defining bullying legally would be complex. It’s like comparing a freedom fighter to a terrorist—one person’s bully might just be another’s employer.
Exactly. The key would be proving a pattern of behavior that aligns with the legal definition of bullying. If an employee can document repeated incidents, especially those involving discriminatory practices or direct, ongoing mistreatment, it might build a stronger case. But a single incident or isolated comments won’t typically meet the threshold for legal action.
To summarize, while Meghan Markle can technically be sued, the success of such a lawsuit depends on whether the behavior meets legal standards for bullying. The burden is on the former employees to prove their case meets these standards.
