In a troubling turn of events within the tech giant Meta, a former employee has filed a lawsuit claiming that the company rehired a stalker who had previously been placed on a “Do Not Hire” list. This alarming case highlights not only the challenges in workplace safety but also raises critical questions about Meta’s HR practices in the wake of significant layoffs and restructuring.
The lawsuit, lodged in New York Supreme Court by Meta employee James Napoli, accuses the company of violating New York City’s human rights law and engaging in negligent hiring practices. Napoli, who is a marketing leader based in Meta’s New York office, alleges that after he raised concerns about the rehiring of the individual known only as “G.F.,” he faced retaliation in the form of being sidelined from major projects.
Napoli’s ordeal began when G.F., a former member of the marketing team, reached out to him after being laid off in November 2022 during a substantial workforce reduction that saw 13% of Meta’s staff cut. Initially, the two were merely acquaintances, but during a meeting, G.F. made unsettling comments, expressing that he heard voices and had been spiritually guided to Napoli. As time progressed, G.F.’s behavior escalated significantly; he inundated Napoli with messages—up to 30 a day—harassing him about personal details and even contacting his family.
Despite Napoli’s reports to his manager and HR, the situation only worsened. G.F. discovered Napoli’s home address and personally delivered disturbing writings, forcing Napoli and his partner to relocate. After escalating his concerns to the police, Napoli was informed that the legal framework in New York only allows for protective orders in cases of intimate or familial relationships with the stalker, leaving him vulnerable.
In September 2023, Napoli was assured by Meta’s HR department that G.F. was on the company’s “Do Not Hire” list, a claim that would prove illusory when, just months later, G.F. was rehired for a contractor position. The irony is stark; while Meta publicly professes its commitment to safeguarding user data and creating a safe environment for its employees, its internal practices have come under scrutiny for their apparent lack of due diligence.
Napoli’s fears materialized when he received a message from G.F. indicating that he would be back at the office. The psychological toll of having to work alongside someone who had previously harassed him became unbearable. Following Napoli’s complaints about G.F.’s rehiring, he claims to have faced retaliation, losing significant project responsibilities and being sidelined within the company.
This case raises several important questions about Meta’s internal policies, especially in light of CEO Mark Zuckerberg’s announcement in March 2023 regarding a reduction in the recruitment team as part of a broader strategy to cut 21,000 jobs. While Wall Street may have responded favorably to these cost-cutting measures, the implications for employee safety and company culture remain profound. The lawsuit’s attorneys argue that the reduced screening capabilities following the layoffs have compromised Meta’s ability to identify potential red flags in hiring processes.
Historically, Meta has faced scrutiny over its employment practices. In 2018, the company terminated a security engineer for allegedly using internal data to stalk women, highlighting a pattern of negligence regarding employee safety. This most recent case suggests that the company has not sufficiently learned from past mistakes.
Napoli’s lawsuit seeks not only damages but also a court order to prevent G.F. from being rehired and to prohibit retaliatory acts against him. Ultimately, Napoli expressed a desire for Meta to implement meaningful reforms to ensure a safe working environment for all employees. “Everybody deserves a safe workplace,” he emphasized, a statement underscoring the fundamental rights of workers in any industry.
As companies like Meta strive to balance financial objectives with employee well-being, this case serves as a stark reminder of the potential consequences of neglecting workplace safety. The challenge lies not only in rehiring practices but also in cultivating a corporate culture that prioritizes the safety and mental health of its employees above all else.
