Barry Coleman was hired as HR director at Netflix in early 2016. The streaming giant offered Coleman the job after seeing his presentation on doing business in China, in 2015. Shortly after receiving the offer, Coleman learned that his son had been murdered. Distraught over the tragic loss of his son, Coleman suffered from severe depression. But Netflix maintained their offer of a $500,000 annual salary to be the director of employee services.
Coleman alleges that his recruiter, Barbie Graver, former VP of talent at Netflix, said that Netflix would accommodate his situation: “If you work at half your normal speed for the first six months, I’m okay with that.” However, Coleman says that this special treatment was quickly replaced with harassment. He claims to have been ostracized for not working the “Netflix Way,” and for being disengaged. But that wasn’t the worst of it.
Coleman claims that a male superior began makingin April 2016. He initially asked Coleman to join him for a rendezvous with another male business exec. Coleman politely declined the offer, but the invitations didn’t stop. As stated in the complaint filed in Los Angeles Superior Court: “Being heterosexual, [Coleman] was uncomfortable with [the superior’s] advances and attempted to keep some distance so as not to offend his superior. However, the invitations to go out continued.”
Not “Netflix Enough”
Then came the gossiping. According to Coleman, the superior began talking about him with other employees, saying that Coleman wasn’t “Netflix enough,” and calling him arrogant. When he brought the issue to Graver’s attention, not only did she not initiate an investigation, she claimed to be “cool” with this type of behavior. Acan help you determine how to proceed if you’ve been the victim of workplace sexual harassment.
The complaint went on to say that: “During [Coleman’s] employment, Ms. Graver discussed her handling of a prior sexual harassment claim at Netflix. She told [Coleman] that the accused employee had a history of making inappropriate comments and had been warned on numerous occasions. Ms. Graver also told [Coleman] that many Netflix executives would make inappropriate sexual comments and that [she] was ‘cool’ with it, but understood that others may not be. Ms. Graver, in communicating these and other examples of Netflix unwritten policy of tolerating harassment and discrimination, made it clear to [Coleman] that he should not be ‘over-sensitive’ even when he was being harassed by his superior.”
Apparently the situation only continued to get worse until Graver took a new job. According to Coleman, Graver’s replacement did not wish to accommodate his continued psychological needs from the death of his son. As such, his employment was terminated in May 2016. Netflix holds that Coleman’s termination was based on poor performance. The company claims that he was rarely in the office, and that he was often condescending to his subordinates. Continue reading