More often, the luxury facade conceals much darker realities, especially in environments where privilege is the norm. The Old Ranch Country Club, whose perfectly groomed greens and upscale membership rates make it the height of Southern California style, is one such case. Although it wears the role of ultimate SoCal living, there are ominous undertows beneath its polished surface. Peyton Stover, a once-working beverage cart server, took the bold step of revealing this hidden reality. Her case against the club reveals an exquisitely personal and ultimately very public account of power inequalities that are possible in high-end workplaces.
- Reveal secret workplace harassment
- Bears witness to institutional exploitation in high-end venues
- Document vulnerability of workers by powerful patrons
- Document courage in challenging elite institutions
- Challenges corporate accountability
Luxury is inherently tinged with untouchability. Employees and members would be socialized to maintain appearances rather than address uneasy realities. Such a setting would render workers beholden to their masters to raise issues, or else face professional and societal reprisals. Stover’s situation makes clear how excessive opulence and social standing could lead them into settings where they wink at violations or, worse, tacitly condone them. These conditions highlight the necessity of orderly protection that will guarantee employees’ safety irrespective of the status of the workplace.
Old Ranch Country Club is not any golf club; it covers 128 acres of green, well-manicured land in Seal Beach, California. Characterized as a “vibrant and welcoming place for your life to unfold,” it accommodates a heterogeneous membership whose initiation costs can go as high as $10,000 and membership dues of a few $5,000. This atmosphere of selectivity increases the stress between appearances and affairs. The disparity of elite branding to so-called workers’ experiences serves to expose the sheer necessity for accountability among settings where top-drawer status is greatly depended upon for renown and income.
1. Peyton Stover: A Stranger Becomes One of the Elite
Peyton Stover, who traveled in from Washington state in April of 2019, probably expected a new beginning and career growth. She worked at 23 as a beverage cart attendant, a job demanding social tact and operational competence. Not only did Stover take orders for drinks, but she was also asked to establish rapport with members to better serve them. Already her workplace showed signs of an unsafe and toxic culture. The first interactions predicted a culture that centered on pleasing members over the welfare of workers. Dealing with uncomfortable interview questions
- Given warnings about improper member behavior
- Tasked with having a suave attitude during high-stress situations
- Tasked with walking a thin line of professionalism vs. a poisonous work environment
- Found themselves becoming members of an elite but vulnerable work environment
Before she was interviewed, Stover was asked whether she had “thick skin” and could “keep her mouth shut.” These first comments, flaccid but menacing, implied that bad behavior would be tolerated inside the club. Pre-emptory warnings by her predecessor of “lecherous members” also signalled the seriousness of the threats. Stover, however, started work professionally and positively despite these initial warning signals, with no knowledge of the deep problems that lay ahead. What she went through is a textbook example of the balancing act service workers in upscale industries have to perform. The expectations of workers such as Stover are special.
They have to perform flawlessly, motivating members without being seen as long as personal boundaries are in place. Too often, it means employees have to be subjected to being treated as objects and exposed to potential exploitation. The Old Ranch Country Club, symbol of sophistication and wealth, is also symbol of best-case scenario for how easily upscale environments can allow bad behavior to go unchecked. Stover’s tale illustrates the conflict between professional obligation and private well-being that afflicts many within upper-class environments. The Beginnings of Harassment
2. As much as they had hoped, Stover’s nightmares did come to pass.
She reportedly was assaulted by an unidentified member who allegedly pushed her onto a golf cart and exhibited sexually inappropriate conduct. These were the start of a lengthy period of harassment, more than isolated incidents. Her supervisor, James Poper, allegedly minimized her grievances, stating that “being objectified always makes you more money.” Such responses exhibited a vile over-emphasizing of member satisfaction at the expense of employee safety and respect. Physical harassment and unwelcome advances
- Dismissal of grievances by managers
- Reinforcing harmful culture
- Encouraging wrongful conduct for financial gain
- Lack of recourse or protection policies
This culture was fueled by further inaction from management. When Stover lodged a complaint of harassment, her concerns were dismissed or explained away for the sake of business needs. This created a culture where unwanted conduct would go unchecked. To employees, it was stated clearly: suffer abuse or face professional repercussions. The lack of accountability speaks to a fundamental failure of workplace values, especially in those businesses that are fueled by high-profile clients to prosper.
Stover was bullied by various sources over time. Ranging from unwelcome comments to bodily harm, the events wrote a sinister script. Service providers, particularly those who work in upscale settings, are caught between work professionalism and customers’ poor conduct. Stover’s case reflects systemic challenges that are bound to emerge where organizational culture fails to value security and dignity. It also points us to the bravery involved in fighting entrenched power structures within upscale workspaces.
3. Management Role in a Toxic Culture
Accusations against Poper and other management officials indicate that the harassment was not limited to members. Stover received offensive remarks and advances by her manager, raising questions about leadership’s role in maintaining the hostile work environment. Inaction by management communicated to employees as well as members that inappropriate conduct would never have consequences. This lack of accountability is a key driver in maintaining harassment and exploitation.
- Supervisor misconduct
- Inaction by upper management
- Policies disregarded or unimplemented
- Culture of impunity for abusers
- Disruption of employee trust and safety
Efforts to file grievances with manager Mitchel Queen were reportedly met with no helpful feedback. While Queen admitted Poper’s harassment was out of line, nothing was ever accomplished to fix the problem. This only served to enhance Stover’s belief that grievances would never be taken seriously, subjecting her to future abuse. The evidence that the harassment appeared to be systemic indicates that it was not a one-time breakdown but was a cultural problem embedded in the operational framework of the organization.
This case puts in pointed relief the sheer necessity of strong leadership in preventing workplace harassment. Without vigorous policy enforcement and immediate corrective measures, the employees are not secure. Stover’s case vividly shows the risks of giving profits and member satisfaction more importance than human decency and legal requirements. Organizations which go ahead with this issue risk not just moral misbehavior but damage to reputation for years to come and liability.
4. The Psychological and Physical Toll
Repeated harassment had long-lasting impacts on Stover’s physical and psychological health. Chronic exposure to predatory conduct, coupled with inaction by the management, generated a stressful work environment that was insecure. Incidents varied from constant unwelcome approaches to bodily abuse and coercion, which continued to have lasting psychological effects. For Stover, the total effect was significant, resulting in depression and alcoholism as a coping mechanism.
- Psychological distress and trauma
- Physical well-being undermined
- Repeated exposure to harassment
- Loss of professional self-confidence
- Long-term emotional damage
The repetition of the harassment incidents at Old Ranch illustrates how toxic environments can destroy personal and professional well-being. Stover recounted the experience as “the most traumatic experience I ever had,” which accounts for the scale of the emotional damage. She resigned, not through lack of dedication but through inevitability, as coping with such conditions became unsustainable. The need to offer full support to the victim workers against harassment, such as mental health care and safeguards, is highlighted by this case. Despite leaving the club, Stover was not able to regain her self-esteem. The psychological and emotional toll of extended harassment can persist long after immediate danger has ceased. Her healing journey, as she began teaching yoga, is evidence of resilience and evidence of a process of ongoing healing. These individual stories give voice to the human toll of workplace harassment, extending beyond economic and legal limits to include dignity and well-being.
5. Legal Recourse and Accountability
Stover’s decision to sue the Old Ranch Country Club is both personal bravery and a quest for institutional responsibility. Her lawsuit is comprised of several claims such as sexual harassment, assault, retaliation, gender discrimination, and wage and hour abuses. In pursuing more than $15 million in damages, she is placing management, the club, and its corporate parent on notice for systemic failure. This lawsuit is a sweeping notice to businesses that ignore the safety of employees. Sexual harassment and assault claims
- Retaliation and discrimination
- Wage and labor abuses
- Corporate accountability demands
- Legal case precedent for protecting employees in the workplace
Suppressing a sexual harassment claim is not easy. It requires careful documentation, lawyer guidance, and familiarity with labor law. In California, victims are covered by strong legislation that requires safe working conditions and channels of relief through the Department of Fair Employment and Housing (DFEH) and through the civil courts. Stover’s lawyer, Raymond Babaian, stressed the basic responsibility of management to safeguard employees and investigate claims, a responsibility he contends the club defaulted.
The result of such lawsuits has broader implications than the specific case. Successful lawsuits can bring about cultural and policy shifts, influencing industry practices overall. Stover’s lawsuit identifies system failure in upscale service settings, showing that accountability is not voluntary. By suing, she affirms the understanding that wealth and privilege do not insulate one from wrongdoing, demanding safer and more equitable workplaces for all staff members.
6. Broader Implications for the Service Industry
Stover’s situation is limited to one country club, but it is symptomatic of a wider trend in service industries where staff are at risk of abuse. Upmarket establishments, and especially those where upmarket customers are the regulars, help reinforce power differentials that contribute to harassment. Staff, particularly young women, are trapped between professional duty and individual safety, with few channels of redress when things go wrong.
- Spotlights root problems in upscale work settings
- Reveals danger of customer entitlement
- Spotlights necessity for protection policies
- Encourages corporate accountability
- Initiates discussion about workplace ethics
The example illustrates the manner in which luxury and images of refinement mask profoundly destructive practices. Profit margins and customer satisfaction become more significant than ethical obligations, making workers vulnerable to systemic dysfunctions. Stover’s refusal to accommodate such dynamics calls for a shift in such a culture to prioritize employee dignity and protection above all else. Employers are responsible for their legal and ethical obligation of ensuring a safe working environment for their employees. Working environments should have cultures where complaints are nipped in the bud, there is no harassment, and power disparities don’t eliminate safety. The story of Stover confirms the imperative necessity for consciousness, policy compliance, and lobbying to ensure that no employee will have to suffer abuse as a prerequisite for their job.
