A former Meta employee, who had previously been blacklisted for stalking and harassing a colleague, was rehired by the tech giant after significant cuts to its recruitment department, according to a lawsuit filed Tuesday. James Napoli, a current Meta employee, brought the suit to New York’s Supreme Court, accusing the company of negligence and retaliation after raising concerns about the rehiring of his former stalker.
Napoli claims that after the layoffs, Meta’s talent acquisition process became chaotic, leading to the oversight that brought his stalker back into the fold. Despite assurances from HR that the individual, identified as "G.F.," was placed on a "Do Not Hire" list, he discovered that his former harasser had returned as a contractor. This came after Meta had previously assured Napoli that G.F. would never work for the company again.
“I trusted that my employer would keep me safe,” Napoli stated. “Stalkers and harassers are workplace hazards, and this is a dangerous individual who was let back into the workplace.” His fears were compounded by a series of alarming messages from G.F., which escalated over time, prompting Napoli to seek help from HR and even consider legal action.
The lawsuit emerges amid Meta's sweeping restructuring efforts, which included cutting 21,000 jobs and downsizing its recruitment team. Attorneys for Napoli argue that these cost-cutting measures have compromised the company's ability to conduct thorough background checks on new hires, thereby putting employees at risk. “Meta’s employment practices are chaotic and ineffectual, failing to track dangerous individuals in the workplace,” the lawsuit claims.
In previous incidents, Meta has faced scrutiny for employing workers involved in stalking and harassment, raising concerns about its commitment to employee safety. The recent allegations highlight the company’s struggle to balance efficiency with the well-being of its staff, particularly as it navigates a challenging landscape of layoffs and operational changes.
The lawsuit not only seeks damages but also requests that the court prohibit G.F. from being rehired and mandate that Meta reform its practices to prevent similar incidents in the future. Napoli’s call for change reflects a broader need for accountability and safety in tech workplaces. “Everybody deserves a safe workplace,” he emphasized, underscoring the importance of protective measures for all employees.
As the legal proceedings unfold, the focus remains on whether Meta can demonstrate that it prioritizes the safety and security of its workforce while managing its operational goals. The outcome of this case could have significant implications for the tech giant and its approach to employee management in a rapidly changing industry.
