A former employee alleges that he was subjected to sexual harassment, discrimination based on sex and sexual orientation, and retaliatory termination by his employers at an emergency shelter in Queens Village. The lawsuit outlines claims that the plaintiff faced mistreatment after reporting a sexual assault by a coworker, which he says led to his suspension and subsequent firing within days of making the complaint.
The complaint was filed by Rahmeane Greer in the United States District Court for the Southern District of New York on March 17, 2026. The defendants named are Medrite LLC, Staffing Boutique Inc., and Christopher Figueroa-Schrier.
According to the filing, Greer began working as a caseworker at Medrite’s emergency shelter in November 2023. His formal payroll employer was Staffing Boutique Inc., which placed him at Medrite under a staffing agreement. Greer describes himself as an openly gay man committed to social work with immigrant populations. From the start of his employment, Greer alleges he experienced “a pattern of discriminatory and homophobic mistreatment” from a senior coworker identified as Mohsin. Examples cited include being excluded from shared workspace areas and being addressed with contempt not shown to heterosexual coworkers.
The lawsuit states that management was aware of this behavior but did not take corrective action over several months. On March 17, 2024, Greer alleges that while eating in the break room he was sexually assaulted by another coworker known as Junior. According to Greer’s account in the filing, Junior closed the door to the break room before forcibly kissing him without consent and then exposing himself while soliciting sexual acts. Greer says he pushed Junior away but felt trapped until another coworker opened the door.
After leaving the break room, Greer reported the incident immediately to two senior caseworkers on duty as well as Project Manager Edith. He provided a written statement about what had occurred. Edith acknowledged awareness of Mohsin’s prior conduct toward Greer and requested documentation of the assault.
The following day, according to court documents, Greer received notice via email that he was suspended pending investigation into the incident. Shortly thereafter, Director of Behavioral Health Christopher Figueroa-Schrier sent an email stating: “Thank you for escalating this and yes, this behavior is unacceptable. We will open an investigation.” Despite this acknowledgment from management that an investigation would occur, Greer states he received no findings or progressive discipline consistent with workplace policy prior to his termination.
Twelve days after reporting the assault—on March 29, 2024—Greer was informed by phone that his employment had been terminated effective March 17th. The reason given for dismissal was alleged drinking on the job; however, Greer’s complaint calls this justification pretextual and asserts it followed closely after his protected complaints about workplace conduct.
The filing further claims that no corrective action was taken against Junior for his alleged actions during or after any investigation process. It also notes that Mohsin disclosed details of the incident to other coworkers without Greer’s consent—a disclosure which allegedly compounded his distress.
Greer’s legal arguments invoke both state and city human rights laws including New York State Human Rights Law (NYSHRL) Section 296 et seq., and New York City Human Rights Law (NYCHRL) Section 8-107 et seq., citing violations related to discrimination based on sex/gender/sexual orientation; creation of a hostile work environment; retaliation for engaging in protected activity; aiding and abetting unlawful practices; interference with protected rights; employer liability; constructive discharge; actual discharge; failure to investigate or remediate complaints; failure to enforce anti-harassment policies; permitting alcohol consumption on premises; among others.
As remedies from the court, Greer seeks compensatory damages for lost wages (front pay/back pay), lost benefits, emotional distress damages including mental anguish and loss of dignity, punitive damages due to alleged malicious or reckless conduct by defendants jointly or severally liable under law; attorneys’ fees; costs; declaratory relief affirming rights violations occurred; injunctive relief such as reinstatement if appropriate; liquidated damages where permitted by statute; statutory damages where applicable; interest accrued since termination date;
and any other relief deemed just by the court.
The case is represented by attorney Caroline H. Miller of Derek Smith Law Group PLLC on behalf of Rahmeane Greer under Civil Action No. 1:26-cv-02152.
Source: 126cv02152_Rahmeane_Greer_v_Medrite_Complaint_Southern_District_of_New_York..pdf
