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A lawsuit against a company that promoted a workplace hugging culture that led to sexual misconduct case, has highlighted how such initiatives can create a legal minefield for employers.
Kayla Smith was 22 and finishing her final semester at Towson University in Maryland when she was hired as a leasing consultant with Camden Development, a major apartment developer and property management firm that has appeared on Fortune’s “100 Best Companies to Work For” list for 18 consecutive years. Smith said she was eager to begin a real estate career in the D.C. area.
As part of onboarding, Smith viewed training videos that promoted what Camden described as a warm, family-style environment.
Two videos reviewed by The Washington Post and referenced in Smith’s 2024 lawsuit show employees hugging in offices and hallways. In one video, a woman says: “Camden culture is infectious. It truly grabs ahold of you and brings you in.” A second required video, titled “The Hug Life,” includes a narrator saying: “Hugging is simply a part of who we are. … And now that you’re part of the Camden family, we look forward to hugging you too.”
The firm promoted hugging in public-facing materials, including a 2012 company blog post titled “Have You Hugged Someone Today?” which described employees as “huggers” and referenced “remedial hugging classes,” while stating: “But remember - only hug the willing!”
Allegations and company response
Smith said she initially found the emphasis on physical affection “a little off-putting, maybe odd,” but believed it was harmless. She said the training videos did not discuss boundaries, limits or how to decline physical contact. At work, hugs were common among staff, managers and contractors and were typically uneventful, she said.
According to court filings, Smith alleged that a maintenance manager hugged her repeatedly and made personal comments before an incident in March 2023. Her complaint says that while they were alone in an empty apartment, he asked for a hug, locked the door and refused to let go, groping and kissing her for more than 20 minutes. “I think I was just initially in shock and scared, kind of embarrassed too,” Smith said.
The maintenance manage denied engaging in any wrongful conduct. Camden said in court filings that it does not have a hugging policy and that the onboarding videos were not mandatory rules. The company said it had no reason to believe Smith objected to hugs and said all employees complete standard anti-harassment training.
Judge allows key claims to proceed
US District Judge Timothy J. Kelly dismissed Smith’s harassment and discrimination claims in December 2024, ruling that the conduct alleged was not, on its face, sexual or discriminatory. He allowed battery claims against the maintenance manager and negligence claims against Camden to proceed, writing that whether the company took reasonable steps to prevent harm could not be resolved without more evidence. A trial date has not been set.
During discovery, Smith’s attorney obtained a 2018 internal human resources record describing a resident complaint involving the same maintenance manager. The resident reported being hugged and made uncomfortable but declined to file a formal complaint. Kelly later ruled that Smith could seek evidence about Camden’s broader hugging culture, not just her own training.
Julie Schweber, a Lead Knowledge Adviser at the Society for Human Resources Management, said she has never seen a company encourage routine hugging. “Hugging is not universally accepted in the workplace; it’s a place of business,” she said.
