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Rosalie v. Supreme Glass Co. Inc.

Jury Could Find Worker Subjected to Hostile Work Site Due to Sexual Orientation, Gender

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MEMORANDUM AND ORDER   Christopher Rosalie brings this action against his former employer, Supreme Glass Co., Inc. (“Supreme”), asserting claims of hostile work environment, wrongful termination, and retaliation under Title VII of the Civil Rights Act of 1964 (“Title VII”), 42 U.S.C §§2000e et seq. and the New York City Human Rights Law (“NYCHRL”), N.Y.C. Admin. Code §§8-101 et seq. Supreme now moves for summary judgment under Rule 56 of the Federal Rules of Civil Procedure. For the reasons that follow, Supreme’s motion is GRANTED IN PART and DENIED IN PART. BACKGROUND Rosalie identifies as gay and gender non-conforming.1 (Rosalie Decl. 2). From November 2014 to June 2017, he worked for Supreme, a glass company that installs and repairs windows throughout New York City.2 (See id.

3, 160; Pl.’s 56.1 Resp. 3). Rosalie was hired by Supreme’s President, Mark Eschelbacher, to work as a purchaser of the company’s inventory. (Rosalie Dep. 67:9-12). During his employment, Rosalie was also assigned to Supreme’s customer service and collections departments. (Rosalie Decl.

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