People across the globe know Smokey Robinson’s voice, regarding him as a Motown legend who has penned over 4,000 songs in his career. As such, a new bombshell $50 million Smokey Robinson sexual assault lawsuit has recently been filed by several former employees, sending shockwaves across the country as their accounts of working conditions has come to light. Four housekeepers have accused the singer of rape, sexual assault, and violence. I recently had the pleasure of joining Extra TV to discuss these allegations and offer insights into the case as it pertains to employment law.
It’s important to note that, as of right now, these are just allegations. Still, here’s what to know about these allegations and what we can learn about employment law by examining them through this lens.
What Are the Smokey Robinson Sexual Harassment & Hostile Work Environment Lawsuit?
I was honored to join Extra TV to provide expert insight on the Smokey Robinson case and emerging details surrounding it as a continuation of the #MeToo Movement.
The landmark $50 million Smokey Robinson sexual assault lawsuit revolve around allegations made against Smokey Robinson, a 4-time Grammy winner, music icon, and pioneer. In this lawsuit, Mr. Robinson is accused of sexually assaulting four of his housekeepers in his so-called “blue bedroom.”
The lawsuit named his wife, too, for allegedly contributing to and enabling a hostile work environment. The lawsuit includes several crimes that range from sexual battery to sexual assault to false imprisonment that allegedly occurred over the course of approximately the last 20 years.
Because these housekeepers were all employed by Smokey Robinson, the lawsuit spills over into employment law, and this dynamic is crucial to understand.
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The Smokey Robinson Sexual Assault Lawsuit & Employment Law
During my appearance on Extra TV, I discussed how the Smokey Robinson sexual assault lawsuit intersects with broader employment law. The first question involves the statute of limitations? How recently did the alleged incidents occur?Did they happen recently, years ago, or decades ago?
According to the complaint, the allegations span from 2007 to last year in 2024. Each woman alleges that they were “attacked in a blue bedroom inside his home.” During this appearance, I discussed how the primary allegations center around alleged sexual harassment, hostile work environment and sexual battery.
Adding a layer of complexity to this suit, Smokey’s wife, Francis, is also a defendant, and the lawsuit alleges that his wife, over the years, has been aware of Smokey Robinson’s alleged sexual improprieties and that she turned a blind eye to them.
Related Appearance: #TimesUp & #MeToo – KTLA 5 (February 7, 2020)
What Does it Take to Prove Sexual Harassment & Hostile Work Environment Claims?
While the Smokey Robinson sexual harassment and assault lawsuit may initially appear as a high-profile celebrity case and a progression of the #MeToo Movement, it raises important issues that resonate in employment law, particularly around issues of alleged sexual harassment and hostile work environments claims
The allegations span nearly two decades, from 2007 to 2024, which immediately brings the statute of limitations for sexual harassment and related claims into question.
In 2020, California passed Assembly Bill 9 (AB-9) making it possible for victims of alleged harassment to file civil lawsuits three years after the alleged allegations occurred, an extension of the former one year window. Other states like New York have also passed similar laws.
To prove a case for alleged sexual harassment, the claimants will have to show that the behavior was unwelcome, based on sex, severe and pervasive, and impacted employment, and that it exhibited a pattern and created a hostile work environment. Ideally, this also requires careful and thorough documentation and other evidence also.
It may also be necessary to demonstrate that the employer was aware of the alleged harassment or should have been aware and failed to take appropriate action to prevent or remedy it.
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Key Issues in Mediating Sexual Harassment & Hostile Work Environment Claims and How I Would Approach Them
In mediating sexual harassment and hostile work environment claims such as this, I would start by reviewing detailed mediation briefs from each side, including from the plaintiffs and Mr. and Mrs. Robinson
Throughout the mediation, I would meet with each party and their attorneys with the intention of understanding the facts from all perspectives. I would also review any available evidence, such as witness accounts, documents, or timelines, and identify the legal issues that could affect settlement.
My role is to help the parties communicate, assess risk, and work toward a resolution, usually in the form of a settlement, that avoids the stress and uncertainty of a trial.
Thought Leader, Media Expert, Professional Speaker, & Legal Commentator on the Smokey Robinson Sexual Assault Lawsuit, the Continuing #MeToo Movement, & Employment Law
I am an expert on all aspects of employment law and am uniquely positioned and qualified to provide expert insight and analysis on all employment law issues. These issues can be complex, so you need a seasoned legal professional to shed light on them. My passion is being a beacon in uncertain times of transition that provides that light.
Employment Law Thought Leader & Professional Speaker on the Smokey Robinson Lawsuit, the Evolving #MeToo Movement, Employment Law Trends, and Breaking Employment Law News
I am a former employment and labor law attorney turned mediator, ADR, and conflict resolution specialist who believes it is imperative to stay current with groundbreaking changes to employment law for employees and employers alike. My passion is educating the general public on recent developments in employment law and the workplace trends that impact them as a thought leader and legal commentator. As such, I am uniquely qualified to address the issue of discussing politics in the workplace. My more than 20 years of experience as a media legal analyst and contributor led to my radio show on Tavis Smiley’s KBLA Talk 1580, “Legal Lens with Angela Reddock.” I am also a regular speaker and blogger on employment law and issues related to the workplace.
Also, learn more about my book – The Workplace Transformed: 7 Crucial Lessons from the Global Pandemic – here – https://angelareddock-wright.com/book/.
To follow and stream my Legal Lens Podcast, visit here – The Legal Lens Podcast.
For media inquiries, please reach out to josh@kwsmdigital.com.
For more information regarding mediation and dispute resolution resources for both employees and employers, let’s connect on LinkedIn for new updates, or contact me here. You may also follow me on Instagram.
This communication is not legal advice. It is educational only. For legal advice, consult with an experienced employment law attorney in your state or city.