He says he reported it again and again. The investigation just sat there, he claims
A logistics director says his harassment complaints stalled for months. Then his employer fired him.
Timothy Alexander spent nearly three years as director of healthcare at Nippon Express U.S.A. before the company let him go in March 2025. On May 29, 2026, he sued - and his complaint reads like a checklist of what can go wrong when an HR function fails to act on a report.
Alexander describes himself in the filing as "a disabled, non-Japanese male." He alleges that a female co-worker subjected him to repeated sexual harassment that leadership witnessed and did not stop.
The conduct started with a nickname, according to the complaint. The filing says the co-worker began calling him "Tiny Tim," pointed toward his crotch, and said "there's nothing tiny about you though." Alexander alleges she used the nickname in customer and internal meetings, sometimes in front of senior leadership. He says a vice president asked whether he was comfortable with it, that he said no, and that the VP promised to address it but that "no effective corrective action was taken."
It got worse, the filing says. Alexander alleges that during a conversation about tattoos, the co-worker showed him a sexually explicit photo on her phone. He says he filed an HR complaint afterward, followed up about six months later, and was told the investigation was "still ongoing." He alleges he heard nothing more until about January 2025.
For HR professionals, that timeline is the whole story. A report goes in, an investigation opens, and then it sits for months while the alleged conduct continues. Alexander also alleges that about a year into the job - after he reported the conduct to HR and to his managers - his desk was moved next to the co-worker, in a spot "out of view of managers." According to the complaint, a vice president acknowledged seeing inappropriate comments and "thanked Plaintiff for not escalating the situation."
Then there is a national-origin layer. The complaint alleges that when Alexander asked to meet with HR, a vice president warned him to "be careful what you say" and, according to the filing, said Japanese employees are generally not terminated while non-Japanese employees are. The complaint further alleges that a senior executive told him on a call that the company protected Japanese employees who relocated from Japan and punished non-Japanese ones.
A disability thread runs through it too. Alexander says he has a diagnosed migraine condition and asked for an accommodation to keep working remotely after the company ended remote work in August 2024. He alleges he was reprimanded for attendance afterward, including on days he had taken approved sick leave.
The complaint says Alexander filed a final harassment complaint on March 3, 2025, and was terminated on March 17, 2025. He alleges the company offered a month and a half of severance in exchange for signing away all his claims, which he refused, and that the co-worker kept her job after he was gone.
Alexander brings nine counts under Title VII, Section 1981 and the Americans with Disabilities Act, spanning sexual harassment, discrimination on the basis of sex, national origin and disability, harassment, and retaliation. He filed a charge with the Equal Employment Opportunity Commission and received a Notice of Right to Sue before going to court.
The case is a reminder of how exposure builds. The damage in the complaint is not only the alleged conduct - it is the alleged delay, the alleged failure to interview the accused, and the alleged comments from managers about who gets protected and who gets fired. Each of those is an HR-process decision.
The allegations have not been tested in court. Nippon Express U.S.A. has not yet filed a response, and no court has ruled.
