SAN JOSE, Calif. — Peter Rogerson, a former senior director of worldwide marketing communications at Power Integrations, Inc., has secured a $9.15 million judgment against his former employer for harassment and discrimination, as determined by a Santa Clara County jury.
The law firm Gomerman, Bourn, and Associates (GBA), which represented Rogerson, reported that a substantial portion of the verdict, amounting to $6 million, consisted of punitive damages aimed at holding the company accountable for its actions.
Rogerson, 63, spent a decade at Power Integrations, where he was well-regarded by colleagues and praised by the company’s CEO. However, following a serious injury sustained during a work trip, he faced relentless mockery from coworkers for using a cane. GBA’s press release highlighted that Rogerson was subjected to derogatory remarks, including being called a “cripple” and told he appeared “20 years older.” He was also pejoratively compared to “a horse ready for the ‘glue factory’” by both senior leadership and peers.
During the trial, it was revealed that Douglas, Rogerson’s supervisor and Vice President of Marketing, admitted to referring to him as “gimpy” without remorse. This admission raised eyebrows regarding the company’s workplace culture. Notably, CEO Balu Balakrishnan’s deposition showed a lack of awareness and accountability when he was asked about the term “gimpy,” initially claiming ignorance and later refusing to label the expression as inappropriate after understanding its meaning.
Rogerson reportedly raised concerns about the harassment to his superior, but those complaints did not reach the Human Resources department. Shortly after voicing his grievances, he was terminated from his position. The company asserted that the dismissal was unrelated to his performance, indicating instead that it was moving “in a different direction.” He was given the choice to resign with severance or remain for an additional four months.
Following his termination, Rogerson filed a formal complaint with HR. GBA stated that the company hastened his dismissal and failed to investigate his allegations, disregarding his offers to present supporting evidence.
“Power Integrations turned its back on an employee who devoted a decade to the company as soon as he defended himself,” said Tanya Gomerman, Rogerson’s attorney. She emphasized that the company’s culture begins at the top, adding that the unwillingness of even the CEO to denounce such behavior reflects a broader issue of tolerated harassment and retaliation within the workplace.
Gomerman praised the jury’s decision, viewing it as a critical accountability measure for corporate culture.
This incident underscores ongoing concerns regarding workplace harassment and the responsibilities of employers to maintain respect and dignity for their employees.
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