TTT Faces Questions Over Alleged Rehiring of Employee Dismissed Following Sexual Harassment Investigation
Questions are being raised about accountability and workplace protection at state-owned TTT Limited following an investigation by independent investigative journalism platform ROOTT, which reported that a senior employee dismissed in December 2025 following a workplace sexual harassment investigation was allegedly rehired approximately five months later.
The investigation, published by ROOTT, includes excerpts from an internal tribunal report, correspondence attributed to the accused employee, and termination letters dated December 23, 2025.
According to the documents presented, the employee was dismissed after an internal disciplinary process examined allegations made by a female employee responsible for cleaning his office.
Allegations of Inappropriate Workplace Behaviour
The complainant alleged that the senior employee repeatedly behaved in ways that made her uncomfortable while she carried out her cleaning duties.
According to excerpts of the complaint highlighted in ROOTT's investigation, the employee allegedly stared at the woman while she cleaned his office, sometimes with a smirk that made her feel uneasy.
She further alleged that he repeatedly told her he enjoyed watching her clean.
One particularly troubling allegation involved the employee's reported preference for the woman to use a vacuum cleaner rather than a broom and scoop.
According to the complaint, he allegedly indicated that he preferred the vacuum because cleaning took longer and required her to bend repeatedly while plugging and unplugging the equipment.
The complainant also described an occasion when, less than 45 minutes after she had cleaned his office, the employee allegedly sought her out and requested that she clean the floors again.
She claimed he had deliberately thrown peanuts from a ziplock bag onto the floor, leaving the bag there as well.
The report further alleged that, on multiple occasions, paper wrappers and other rubbish were left on the floor, requiring the complainant to bend and retrieve them.
Alleged Threats Following Rejected Advances
The complainant also alleged that after she rejected what she considered inappropriate approaches, the employee suggested he could report her conduct to her supervisors.
According to the account presented by ROOTT, he allegedly reminded her that he had been hired by the company's board and could complain about her perceived rudeness or behaviour towards him.
These allegations formed part of the workplace complaint examined during the internal investigation.
Employee Denied Sexual Advances
The accused employee denied making sexual advances towards the complainant.
However, ROOTT highlighted correspondence attributed to him in which he acknowledged that certain actions had been inappropriate.
In the email, he reportedly stated:
"I believe that my actions on Friday last were inappropriate and unprofessional and I apologise."
He nevertheless maintained that he had never commented on the complainant's body, made sexual advances or directed inappropriate remarks towards her.
He also referred to a single hug, while alleging that the complainant had herself engaged in physical contact with him.
The employee expressed disappointment that the woman had reportedly discussed her discomfort with other female staff members.
He requested a formal investigation into what he described as spurious allegations and expressed concern about damage to his professional reputation.
In the correspondence, he reportedly wrote:
"Women generally believe other women."
He also complained about individuals allegedly moving through the organisation and "stinking up my name."
The employee maintained that he wanted the matter resolved quickly so that he could return his attention to the company's business.
Internal Tribunal Found Conduct of a Sexual Nature
Documents displayed during ROOTT's investigation indicate that the matter was examined through an internal disciplinary process.
The tribunal report, dated December 22, 2025, referred to the balance of probabilities as the standard of proof applied in civil matters and internal workplace investigations.
Under its determination, the report stated:
"There was harassment of a sexual nature."
The report recommended that its findings be submitted to the Office of the Chief Executive Officer for further determination.
It also referenced TTT Limited's Fixed-Term Policy, under which harassment offences could attract disciplinary penalties ranging from a written warning or suspension to dismissal, depending on the circumstances.
Employment Terminated in December 2025
Termination letters dated December 23, 2025, and bearing TTT Limited's branding were also displayed in the ROOTT report.
The letters referenced the tribunal findings and a disciplinary hearing held on December 16, 2025.
They stated that the Board of TTT Limited had decided to terminate the employee's employment with immediate effect.
The letters further indicated that the termination was a summary dismissal and requested the return of company property, including electronic equipment, access cards, documents and records.
The correspondence was signed by acting Chief Executive Officer Kimoy Thomas-Williams.
Allegations of Rehiring Five Months Later
Despite the documented dismissal, ROOTT reported that sources within TTT subsequently raised concerns that the employee had been rehired approximately five months later.
The investigative platform indicated that individuals had contacted it earlier in 2026 expressing serious concern about the reported development.
However, the alleged rehiring has not been independently established by the material presented.
When contacted for comment, TTT Limited's acting Chief Executive Officer reportedly neither confirmed nor denied whether the former employee had returned to the organisation.
Instead, she stated:
"TTT Limited does not discuss internal personnel matters publicly."
She also emphasised that the company has no tolerance for misconduct involving its employees, partners or guests.
Matter Raised in Parliament
According to ROOTT, the controversy was also raised in Parliament on November 13, 2026.
The development adds a wider public accountability dimension to the matter, particularly given TTT Limited's status as a state-owned media organisation.
The central question now concerns whether an employee dismissed following a formal finding of sexual harassment was subsequently allowed to return to the organisation, and if so, under what circumstances.
There are also questions about the safeguards available to employees who report inappropriate workplace conduct and whether disciplinary decisions are consistently upheld.
While the internal tribunal's findings and termination correspondence were presented in the investigation, the reported rehiring remains an allegation requiring confirmation.
TG News notes that the allegations against the employee, his responses, the tribunal's determination and the reported rehiring are distinct matters. The employee denied making sexual advances, while the tribunal concluded that harassment of a sexual nature had occurred under the workplace investigation's standard of proof.
The investigation was reported by ROOTT, whose published material included the relevant documentary excerpts and accounts of the complainant's allegations.
The full investigative report and supporting material can be found through ROOTT's platform at roott.me.
The matter continues to raise questions about transparency, workplace accountability and the handling of sexual harassment complaints within publicly owned institutions in Trinidad and Tobago.