Breaking: Huntsville Doctor Faces Sexual Harassment Lawsuit from Former Employees
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A Huntsville doctor is being targeted in a civil lawsuit filed by two former staffers who allege ongoing sexual harassment during their time at facilities he owned or affiliated with. The action names Dr. Edward Witt along with ARC Healthcare LLC and QC kinetix LLC.
The plaintiffs, identified in court papers as Jane Doe and Mary May, assert that the conduct occurred between September 2024 and July 2025 and describe a pattern of boundary violations and inappropriate behavior by Witt toward patients and employees.
According to the complaint,Witt frequently commented on patients’ appearances and directed Doe and May to view him on an online site. He reportedly engaged in conversations about his marriage and sex life, and the women say they had to avoid being alone with him as harassment intensified without witnesses present.
The suit details unwanted physical contact, including touching the women’s thighs and, at one point, asking Doe to shave his legs.Doe alleges a coercive sequence where Witt invited her into a coordinator’s office, then exposed himself, resulting in instructions to shave his legs—an interaction described as highly disturbing and invasive.
Following these incidents, Witt is said to have continued to invade personal space, with Doe recounting repeated leg-shaving demands over several months, culminating in April 2025. She says the behavior was sexualized,uninvited,and left her feeling unsafe at work.
May, who joined the staff in October 2023, reportedly endured similar harassment, including requests to shave Witt’s legs and close personal proximity. Doe witnessed May crying and vomiting after one episode, and May allegedly faced repeated unwanted contact and intrusive calls to her personal cell phone after work hours. In June 2025, witt’s wife reportedly confronted the issue with doe, prompting a tense exchange about beard versus leg shaving that ended with Witt’s wife leaving the office in shock.
Less than a month later, Doe, May, and another employee say they refused to work alone with Witt because of his troubling behavior. On July 10, Witt terminated both Doe and May via text messages stating, “We will no longer need your services.”
Doe and May have filed in the Madison County Circuit Court, asserting violations of Title VII of the Civil Rights Act of 1964, and they have also submitted charges with the Equal Employment Possibility Commission. They intend to amend the complaint once right-to-sue letters are issued. The lawsuit contends ARC Healthcare and QC Kinetix failed to take appropriate action to prevent or address the misconduct despite having reason to no about it.
The plaintiffs seek compensatory and punitive damages for invasion of privacy, severe emotional distress, mental anguish, humiliation, physical effects of stress, lost income, and other damages.as of the latest filing date, the defendants had not publicly responded to the suit.
Key Facts at a Glance
| Parties | Dr. Edward Witt; ARC healthcare LLC; QC Kinetix LLC; Jane Doe; Mary May |
|---|---|
| Location | Madison County, Alabama; Huntsville area facilities |
| Timeframe of Allegations | September 2024 – July 2025 (with incidents continuing through early 2025) |
| Allegations | Sexual harassment, unwanted physical contact, inappropriate behavior, invasion of privacy |
| Legal Claims | Title VII violations; EEOC charges; intent to amend complaint after right-to-sue letters |
| Current Status | No public response filed as of January 16 |
evergreen takeaways for readers
Workplace harassment cases in healthcare settings highlight the critical need for clear policies, prompt investigations, and robust reporting channels.Title VII protections remain a cornerstone for employees who experience discrimination or harassment based on gender or sexuality. When misbehavior is allowed to persist, it can undermine patient trust, staff safety, and organizational integrity.
Organizations can reduce risk by enforcing boundary guidelines, providing regular training, safeguarding confidential reporting, and ensuring that managers and human resources respond promptly to complaints. For employees, documenting incidents and seeking guidance from the EEOC or legal counsel can be crucial steps in addressing hostile work environments.
What to watch next
Legal filings in Madison County will determine whether the case proceeds to trial or settlement. Watch for updates from court records and any statements from the involved parties or their representatives as proceedings unfold.
Reader questions
Have you witnessed inappropriate conduct in a workplace and reported it? What steps should employers take to ensure accountability and protect employees?
What additional safeguards would strengthen responses to harassment in medical settings?
Disclaimer: This article covers a legal matter and is not legal advice. For matters involving employment rights or retaliation, consult a qualified attorney.
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