A Chuck E. Cheese sexual harassment lawsuit alleges that a much older male coworker repeatedly touched a teenage employee, then groped and kissed her, and that her hours were slashed after she reported it. At Makarem & Associates, we represent her. She was a minor in her first job when the complaint says it began.
Young workers often assume they have to put up with it, or that no one will take them seriously if they speak up. California law doesn’t work that way. Harassment protections apply to every employee, whatever their age.
A First Job, and Allegedly Unwanted Touching Almost Every Shift
According to the complaint, our client began working for CEC Entertainment, LLC at one of its Chuck E. Cheese locations in late 2024.
Shortly after she was hired, the complaint alleges, a much older male coworker began sexually harassing her. She estimates he was in his fifties or sixties. The harassment allegedly happened almost every shift she worked, about four days a week.
The complaint alleges that whenever she walked by, he found a way to touch her, including rubbing her arm and putting his hands on her shoulders. He allegedly told her she was different from other workers, called her pretty, beautiful, and sweet, and on at least one occasion kissed her cheek.
The Complaint Alleges It Escalated in the Breakroom
In spring 2025, according to the complaint, the coworker’s conduct escalated. In the breakroom, he allegedly hugged her, groped her buttocks, kissed the side of her neck, and winked at her.
She says it wasn’t only him. The complaint alleges the location’s general manager, also significantly older, frequently made inappropriate comments about her appearance. Another much older male employee, a friend of the coworker, allegedly made similar comments.
She Reported It the Same Day, the Complaint Says
Our client didn’t wait. The complaint alleges that on the same day as the breakroom incident, she verbally reported the coworker’s conduct to multiple supervisors and completed a written complaint.
According to the complaint, the company was aware, or should have been aware, of earlier problems with the same coworker. The complaint alleges, on information and belief, that another female employee had complained he touched her inappropriately and management did not believe her, and that a male employee had complained the coworker showed him pornography.
Is an Employer Responsible When a Coworker Harasses an Employee?
It can be. Under California’s Fair Employment and Housing Act (FEHA), an employer is liable for a coworker’s harassment if it knew or should have known about it and failed to take immediate and appropriate corrective action. The coworker can also be held personally liable.
FEHA’s harassment protections reach employers with one or more employees. Harassment also doesn’t have to be both severe and pervasive. The test is severe or pervasive, and a single serious incident can be enough (Gov. Code § 12923(b)). Our complete guide to sexual harassment in California explains more.
After the Report, Her Hours Were Allegedly Cut
The complaint alleges the company let the coworker keep working during its investigation, which exposed our client and other employees to his ongoing presence. She says she was never told the results of any investigation.
Then, according to the complaint, her hours were drastically cut, from about 15 hours a week to about three. The coworker’s friend allegedly became hostile toward her. Several months later, she sent a letter to the company’s Human Resources department describing the harassment and retaliation, the complaint says.
Can a Cut in Hours Be Retaliation?
Yes, it can be. FEHA makes it unlawful to retaliate against someone for opposing or reporting harassment (Gov. Code § 12940(h)). Retaliation doesn’t have to be a firing. A sharp drop in scheduled hours soon after a complaint can be an adverse action, depending on the facts.
Forced to Resign, She Alleges
According to the complaint, the harassment, the company’s inadequate response, and the reduced hours created intolerable working conditions for our client. The complaint alleges she could not stand returning to the place where she had been harassed and retaliated against, and that she was constructively terminated.
As a general matter of California law, a resignation can be treated as a firing when the employer intentionally created or knowingly permitted conditions so intolerable that a reasonable person would have no reasonable alternative but to resign. Our wrongful termination page covers how that works.
Where the Case Stands
After receiving a right-to-sue notice from the California Civil Rights Department in May 2026, our client filed suit in Ventura County Superior Court against CEC Entertainment, LLC, the coworker individually, and unnamed Doe defendants. The operative complaint is the First Amended Complaint, as later amended.
The claim for Sexual Harassment & Hostile Work Environment in Violation of FEHA is brought against all defendants, including the coworker individually. The claims for Sex Discrimination in Violation of FEHA, Retaliation in Violation of FEHA, Failure to Prevent Harassment, Discrimination, and Retaliation in Violation of FEHA, and Wrongful Termination in Violation of Public Policy are brought against CEC Entertainment, LLC. The case is pending, and we’ll continue to share updates as the case moves forward.
What This Case Can Teach Other California Employees
If you, or a young person in your life, are facing something like this at work, here’s what we want you to know:
- Age doesn’t shrink your rights. Teen workers are protected from sexual harassment under FEHA just like adult employees.
- Unwanted touching isn’t friendliness. Repeated touching, kissing, or comments about your appearance can be harassment, even when someone calls it affection. Our guide to hostile work environments explains more.
- Report it, and put it in writing. A written complaint made soon after an incident creates a record of what you reported and when.
- Your employer has to act on coworker harassment. Letting the person keep working alongside you with no protective steps may not be an appropriate response.
- Fewer hours after a complaint can be retaliation. Track your schedule and pay before and after you report.
- Talk to a lawyer before you resign, if you can. Whether leaving counts as a constructive discharge depends on the specific facts. Our sexual harassment FAQs answer common questions.
If you’re dealing with sexual harassment or retaliation at work anywhere in California, you don’t have to sort out your options alone. Makarem & Associates offers free consultations to help you understand what happened, what your rights are, and what steps make sense for you. Reach out to us. We’re here to listen and to help.
This article is based on allegations made in a publicly filed legal complaint. The allegations described are not yet proven in court, and the defendants are entitled to respond and defend themselves. Our client’s name and the names of the individuals involved have been withheld out of respect for their privacy. This article is for informational purposes only and does not constitute legal advice.
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