Janitors Settle Lawsuit After Being Attacked by Protesters

Two Columbia Janitors File Lawsuit Alleging Bias and Endangerment During Campus Unrest

New York, NY – (Date) – Two long-time janitors at Columbia University have filed a lawsuit against the institution, alleging thay were subjected to hateful rhetoric, physical endangerment, and a failure by the university to adequately address antisemitic and racist incidents on campus. The complaints, filed by custodial staff members Jose Torres and John Wilson, detail harrowing experiences during recent campus protests, including being trapped and assaulted inside Hamilton Hall.

According to the legal filings, Torres and Wilson claim they were physically attacked by protesters demonstrating against the ongoing conflict in the Middle East.Torres reportedly suffered repeated blows to his back, while Wilson was shoved and pinned by furniture while trying to escape. The incidents occurred before the NYPD intervened, leading to over 100 arrests at Hamilton Hall.

The lawsuit also highlights a pattern of disturbing behavior predating the Hamilton Hall occupation. Both janitors reported encountering racist and antisemitic graffiti, including swastikas, scrawled across campus facilities, especially in November 2023. Wilson, an African-American man, expressed deep distress over the symbols of white supremacy. despite repeated cleanings, the graffiti allegedly reappeared. Torres, who is Latino, meticulously documented numerous swastikas and expressed frustration with Columbia’s perceived inaction.His legal complaint notes his attempt to prevent further vandalism by disposing of chalk found in classrooms, for which he was reportedly reprimanded by a supervisor.

The janitors’ legal team, representing former US Attorney General Bill Barr’s firm Torridon, argues that Columbia University failed in its duty to provide a safe working surroundings and to adequately respond to discriminatory acts. One complaint details an instance where campus security allegedly dismissed wilson’s report of masked protesters chanting “From the river to the sea, Palestine will be free” and defacing property with swastikas, stating that the individuals were exercising their First Amendment rights and that no action could be taken.

Columbia University has since agreed to a settlement with the janitors and committed to revising its policies to address antisemitism on campus. The university has not yet publicly commented on the specific details of the lawsuit.

What specific legal protections under Title VII were violated in this case?

Columbia University Protests & workplace Discrimination

A recent lawsuit settlement marks a significant outcome for several janitorial staff members at Columbia University who alleged harassment and discrimination during the 2024 pro-Palestinian protests. The case,stemming from incidents during building takeovers,highlights the intersection of campus activism,workplace rights,and allegations of antisemitism. According to reports from The Times of Israel on March 17, 2025, the janitors were subjected to verbal abuse, specifically being labeled “Jew-lovers” by some protesters. this led to a hostile work habitat and ultimately, legal action.

Details of the Lawsuit & Settlement

The lawsuit, filed in[DateofFiling-[DateofFiling-Information not available in provided search results, needs to be researched], detailed instances of:

Verbal Harassment: Janitors reported being directly confronted and insulted based on perceived support for jewish individuals.

Hostile Work Environment: The constant abuse created a climate of fear and intimidation, impacting their ability to perform their duties.

discrimination: The allegations centered around the idea that the janitors were targeted due to their perceived affiliations, creating a discriminatory atmosphere.

While the specific terms of the settlement remain confidential,itS understood to include financial compensation for the affected janitors and commitments from Columbia University to improve workplace safety and address harassment concerns. The settlement aims to provide redress for the emotional distress and professional harm experienced by the plaintiffs.

Legal Precedents & Workplace Rights

This case sets a precedent for protecting employees from harassment and discrimination, even within the context of politically charged environments like university campuses. Key legal principles at play include:

1. Title VII of the Civil Rights Act of 1964: Prohibits employment discrimination based on religion, which can extend to harassment creating a hostile work environment.
2. State Anti-Discrimination Laws: Many states have their own laws offering broader protections against workplace discrimination.
3. Employer Responsibility: Employers have a legal obligation to provide a safe and respectful work environment for all employees, including taking proactive steps to prevent and address harassment.

Impact on Campus Protests & Free Speech

The incident and subsequent lawsuit have sparked debate about the boundaries of free speech and the responsibilities of protesters. While the right to protest is constitutionally protected, it does not extend to harassing or discriminating against individuals based on their beliefs or affiliations.

Balancing rights: Courts often balance free speech rights with the need to protect individuals from harassment and discrimination.

university Policies: Universities are increasingly scrutinizing protest activities to ensure they comply with anti-discrimination policies and do not create hostile environments.

Escalation of Tensions: The Columbia University case underscores the potential for protests to escalate into discriminatory behavior, requiring careful monitoring and intervention.

Protecting Workers in Protest Zones: Best Practices

For employers and employees navigating protests near or within the workplace, consider these best practices:

Clear Policies: Implement and enforce clear anti-harassment and anti-discrimination policies.

Training: Provide regular training to employees on recognizing and reporting harassment.

Security Measures: Enhance security measures to protect employees from potential threats.

Reporting Mechanisms: Establish confidential reporting mechanisms for employees to report incidents of harassment or discrimination.

Neutrality: Maintain a neutral stance regarding the content of protests, focusing solely on ensuring a safe and respectful work environment.

Resources for Employees Facing Workplace Harassment

Several organizations offer support and resources for employees experiencing workplace harassment:

EEOC (Equal Employment Opportunity commission): https://www.eeoc.gov/

Department of Labor: https://www.dol.gov/

national Employment Lawyers Association: https://www.nela.org/

Local Legal Aid Societies: Provide free or low-cost legal assistance.

The Role of University Administration

Columbia University’s response to the situation is under scrutiny. The settlement signifies a commitment to addressing the concerns raised by the janitorial staff.However, ongoing efforts are needed to:

Improve Interaction: Foster open communication between university administration, employees, and student groups.

Strengthen Policies: Review and strengthen policies related to protest activities and workplace harassment.

Promote Inclusion: Implement programs to promote diversity, equity, and inclusion on campus.

* Accountability: Ensure accountability for individuals who engage in harassment or discrimination.