Allegations of persistent sexual harassment and retaliatory firing have been raised in a new federal lawsuit that claims a local company failed to protect an employee from ongoing workplace misconduct. The suit contends that the company allowed inappropriate behavior to continue unchecked for years, culminating in the plaintiff’s dismissal shortly after he reported the conduct to senior management.
The complaint was filed by Joshua Collum on April 13, 2026, in the United States District Court for the Western District of Michigan against Conveyor Concepts of Michigan. According to court documents, Collum is represented by attorneys Michael Pitt and Bayan M. Jaber of Pitt, McGehee, Palmer, Bonanni & Rivers, P.C.
The filing outlines that Collum began working at Conveyor Concepts of Michigan on August 10, 2020. Throughout his employment, Collum reported to Supervisor Brad Afton and Department Manager Todd Proctor. The president and owner is identified as Douglas Stapley. The complaint states that for two years Collum observed what he describes as constant verbal harassment by Afton toward supervisees. It further alleges that Collum himself was subjected to repeated insults from Afton including being called a “slob,” a “cancer,” and “useless.”
According to the document, in fall 2022 Collum confronted Afton about this treatment. Following this confrontation, both Afton and Proctor allegedly retaliated against him. While Afton continued with verbal abuse, Proctor is accused of escalating sexually explicit comments directed at Collum over a period spanning two years. Examples cited include remarks such as “Come keep it warm” referring to genitals; “Man, these are perfect handlebars” referencing Collum’s braided hair; “I’d really like it if you could handle my package today”; and “Would you stuff my box.” The complaint also alleges Proctor would whistle and wink at Collum frequently.
The filing reports that when these incidents occurred in front of Afton, he would encourage Proctor’s behavior with comments like “Seems like he [Proctor] has a liking for you [Collum]!” Despite his discomfort and visible disapproval—such as shaking his head or expressing phrases like “Woah, man” or “Sheesh”—Collum claims he felt compelled to endure the conduct due to fear for his job security as a single father.
In April 2024, Collum made his first formal complaint about Proctor’s behavior to supervisor Afton but alleges no corrective action was taken afterward. He says that instead he began avoiding Proctor at work while still completing his duties but faced reprimands from Afton for doing so.
After returning from medical leave in June 2024 following emergency surgery for diverticulitis symptoms, Collum again reported the alleged harassment during an in-office meeting with senior management including Plant Manager Mark Zimmerman and Vice President Dean Proctor (not related to Todd Proctor). According to the complaint, Afton responded by telling him: “Just walk away because bad thing is — It’s going to happen.”
The lawsuit states that no action was taken following this second report either and details further incidents where Proctor allegedly made more explicit comments—including references tied to Collum’s surgery—and engaged in physical gestures such as hip thrusting behind him or blowing into his ear.
A third report was made by Collum directly to Human Resources Director Megan Ensing in March 2025 after an incident involving inappropriate comments with food items during a workplace breakfast event. Ensing reportedly told Collum via email that she had discussed the matter anonymously with Proctor who apologized for his actions but did not specify any further disciplinary steps.
Collum questioned whether more than just a warning would be issued given multiple complaints over two years but received what he describes as vague responses from HR. He then informed Ensing he would give until April 18 for further action or consider resigning—and also indicated intent to seek legal counsel.
According to the lawsuit, less than ten days later on March 14, 2025—after confronting HR—Collum was terminated by Ensing and Zimmerman who cited low workload and suggested he was considering resignation anyway. The complaint asserts this firing constituted retaliation for engaging in protected activity under Title VII of the Civil Rights Act and Michigan’s Elliot Larsen Civil Rights Act (ELCRA).
The legal filing outlines four counts: sexually hostile work environment under Title VII; retaliation under Title VII; sexually hostile work environment under ELCRA; and retaliation under ELCRA. It argues that all elements necessary for these claims have been met—including membership in a protected group; exposure to unwelcome sexual conduct based on sex; interference with employment conditions; direct reporting without remedial response; adverse employment action through termination; mental anguish; emotional distress; embarrassment; mortification; backpay loss; prospective wage differentials.
For relief, Collum requests reinstatement or placement into a comparable position at Conveyor Concepts of Michigan along with compensatory damages (economic and non-economic), interest, costs including attorney fees and litigation expenses—as well as any other relief deemed just by the court.
Attorneys Michael Pitt (P24469) and Bayan M. Jaber (P85451) represent Joshua Collum in this matter before the United States District Court for the Western District of Michigan under Case No. 1:26-cv-01193.
Source: 126cv01193_Joshua_Collum_v_Conveyor_Concepts_Complaint_Western_District_of_Michigan.pdf
