Attorney General Matthew J. Platkin and the Division of Consumer Affairs announced on November 21, 2025, that a licensed alcohol and drug counselor in Sussex County has been suspended from practice for five years and assessed a $20,000 civil penalty for allegedly violating rules prohibiting sexual misconduct and harassment in the workplace.
The respondent, who also holds a clinical social worker license, allegedly engaged in a pattern of harassment and intimidation toward two women he supervised at an alcohol and drug rehabilitation center and entered into a personal and sexual relationship with one of them. He was also terminated from a separate counseling position following a client report that he repeatedly made inappropriate, sexualized comments during counseling sessions.
To resolve the allegations, the respondent agreed to a five-year suspension of his licenses to practice alcohol and drug counseling and clinical social work in New Jersey for alleged professional misconduct and violations of rules prohibiting inappropriate behavior, sexual misconduct, and harassment.
Under a final consent order filed with the State Board of Marriage and Family Therapy Examiners’ Alcohol and Drug Counselor Committee and the State Board of Social Work Examiners, he is barred for five years from engaging in social work, alcohol and drug counseling, or any other mental health counseling, clinical supervision, or life coaching in New Jersey, whether volunteer or compensated. He must also pay civil penalties totaling $20,000—$10,000 to the Board and $10,000 to the Committee—upon signing the consent order.
During the suspension period, he may not profit from professional services rendered by others, may not manage or supervise social work or alcohol and drug counseling practices, and may not testify or serve as an expert consultant in New Jersey. The suspension period will be tolled for any time he practices in another jurisdiction.
“Sexual misconduct, harassment, and abuse by licensed professionals in the workplace is an insidious threat that can cause severe harm to victims,” said Attorney General Platkin. “We will continue to investigate complaints of this nature and hold violators accountable to ensure New Jersey’s professional settings remain safe and respectful environments for all.”
Compliance Perspective
Issue
It is unlawful to engage in inappropriate or sexually harassing behavior in the workplace. Such conduct can create a hostile or unprofessional environment and may interfere with staff well-being and the quality of services provided. Employers are responsible for establishing clear expectations for conduct, providing safe ways for employees to report concerns, and ensuring that reports are reviewed promptly and objectively.
Discussion Points
- Review your policies and procedures related to workplace conduct and reporting inappropriate behavior. Ensure expectations are clearly defined and that staff understand how to report concerns. Facilities may also find it helpful to have a consultant periodically review these policies to confirm they align with current standards and best practices.
- Provide regular training to all staff on recognizing inappropriate or harassing behavior and on their responsibility to report concerns through the proper channels. Supervisors and compliance personnel should understand how to respond to reports promptly, objectively, and without retaliation. Med-Net Academy offers courses to support these efforts, including Preventing Sexual Harassment in the Workplace, which helps staff identify inappropriate conduct, understand reporting expectations, and demonstrate compliance with organizational policy, and Role of HR Managers in Dealing with Sexual Harassment for leadership and HR personnel, which covers key competencies, EEOC guidelines, the importance of organizational culture, and best practices for responding to complaints and preparing position statements.
- Conduct periodic audits—such as anonymous staff surveys or internal reviews—to evaluate whether employees feel safe reporting concerns and whether policies are being followed. Some organizations choose to work with an external consultant to conduct focused assessments or mock reviews that help identify potential gaps and strengthen overall compliance efforts.
*This news alert has been prepared by Med-Net Concepts, Inc. for informational purposes only and is not intended to provide legal advice.*