Only a few days into the new year, both the New York Post and the New York Daily News reported on allegations of sexual harassment against former Pace University Chief Marketing Officer, Frederica Wald.

According to the Daily News, former Director of Pace’s Media Department Scott Trent is “suing the university and Frederica Wald, alleging she tormented him constantly from 2014 until his firing in 2017 while the institution turned a blind eye.”

The accusations include the married Wald groping, exposing herself, attempting to undress Trent, and Facetiming him while naked.

However, according to the New York Post, the largest allegation at hand is that Wald had fired Trent in August 2017 for “refusing to sleep with her.” Trent stated that he was told he was fired for his “sub-par performance.”

The current Pace spokeswoman, Marie Boster, said to the Daily News that the University previously enlisted outside counsel to investigate the incident and found no evidence of wrongdoing. She added that Trent refused to turn over supporting documentation of his claims.

Boster told the Daily News that Pace stands by its zero-tolerance policy with regards to sexual harassment, both in the workplace and on the two campuses.

According to the University’s Sex-Based Misconduct Policy and Procedure, it is “committed to providing a safe environment for every member of its community and to ensuring that no student, faculty or staff member is excluded from participation in or denied the benefits of any University program or activity on the basis of sex. Accordingly, the University prohibits the following forms of Sex-Based Misconduct: sexual assault, sexual harassment, gender-based harassment, dating violence, domestic violence, sexual exploitation and stalking.”

The policy continues to state that Pace “prohibits retaliation against any individual for reporting an incident of Sex-Based Misconduct or for participating in any investigation or proceeding related to any such report.”

Boster told The Pace Chronicle that “Pace University does not tolerate harassment and discrimination in the workplace. If we receive a complaint, we investigate and take appropriate action. While this case works its way through the legal process, we are limited in what we can share. Prior to the termination of Mr. Trent’s employment in August of 2017, Pace received no complaints from him regarding any harassment or discrimination.  Following his involuntary termination, Pace received a lawyer’s letter threatening legal action on Mr. Trent’s behalf.”

“Outside counsel was retained to conduct an investigation. They made numerous requests of Mr. Trent’s attorney for supporting documentation that he claimed existed,” continued Boster. “He refused to provide the information.  Outside counsel found no evidence to support Mr. Trent’s allegations concerning harassment and discrimination.  Accordingly, Pace rejected the monetary and other demands made on behalf of this former employee. We intend to vigorously defend against the allegations made in the complaint.”

Wald no longer works with the institution and the lawsuit is now in the hands of the Manhattan federal court.

Clarification: The print version of this article does not include the word “former” in the headline.