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Top La. AG aide resigns after sexual harassment complaint surfaces

1 month 5 days 2 hours ago Thursday, March 11 2021 Mar 11, 2021 March 11, 2021 1:50 PM March 11, 2021 in News
Source: WBRZ Staff

BATON ROUGE - A top attorney in the Louisiana Attorney General's Office resigned Thursday after a complaint revealed he discussed workers who had children out of wedlock, the likelihood jurors on trials would want to have sex with female attorneys and was concerned about the attractiveness of a colleague that made him lustful.

Sources close to the matter confirmed Patrick Magee's resignation to WBRZ's Chris Nakamoto Thursday afternoon. Nakamoto will speak with one of the alleged victims on News 2 at 6:00

Click here to read Magee's full letter of resignation

The document was released Monday after The Advocate newspaper in Baton Rouge sued Attorney General Jeff Landry's office over the complaint being withheld.  The complaint was filed Nov. 20th against Magee, who runs the criminal division of the attorney general’s office. 

WBRZ was first to report last year that Magee was put on leave and disciplined by what amounts to a $20,000 pay cut. 

While the complaint reports lurid conversations, an agency administrative investigation found Magee's actions to not rise to the level of sexual harassment nor termination.

Instead, investigators previously said they found Magee joked about “firing employees,” and used “profanity, sexual slang and unprofessional comments” in conversations with colleagues or others with business at the Louisiana Attorney General’s office.

Click HERE to read the four-page complaint, which has the names of people involved redacted for privacy.  The state released the redacted version Monday. 

Read the full statement from Sandra Schober, the Deputy Director of the Louisiana Department of Justice’s Administrative Services Division, below.

“Prior to joining the LADOJ in 2014, I served the State and her people in Human Resources positions with the LSU Ag Center, the Department of Wildlife and Fisheries, the Department of Natural Resources, and the Department of Revenue. My over two decade experience in public service also includes a proactive role on Governor John Bel Edwards’ Sexual Harassment Task Force.

In my position at the LADOJ, I am responsible for all human resource functions – operations, benefits, compensation, staffing, and employee relations for our Department’s nearly 600 employees. This includes investigating and taking action on things like performance, behavioral incidents, workplace violence, harassment, and discrimination claims.

I take that responsibility most seriously, and I am committed to holding employee rights sacrosanct. It is because of that commitment that I took swift action upon receiving the complaint against Pat Magee.

I oversaw the independent and thorough investigation conducted by Taylor Porter Law Firm, which discovered that Mr. Magee engaged in inappropriate verbal conversations with colleagues as well as with third party affiliates of the LADOJ. It also concluded that his conduct did not rise to the level of sexual harassment.

What was released today are the accusations. Accusations get investigated and decisions concerning discipline are made based on our ability to validate the accusations. Just as our office in criminal matters does not convict people based on accusations, we discipline based on the evidence.

Mr. Magee was disciplined with a 38-day suspension without pay and mandatory participation in training courses to assist in developing his emotional intelligence, professionalism in the workplace, conflict management, and leadership skills. During the suspension period, Mr. Magee is required to work with a salary reduction equivalent to 38 days of leave without pay - equating to a reduction in pay of $20,559.52.

My office has acted and will continue to act in a way that encourages people to speak up without fear of reprisal or risk of stirring ill will. When doing so, we will continue to take into account the privacy of all employees named in a raw grievance. After all, employees identified in a complaint do not forfeit their right to privacy when a complaint is lodged against another employee. Their privacy must be taken into account most of all.”

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