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roger ailes: Learn how his rise and fall exposed workplace harassment, reshaped media accountability, and what it means for your rights. Get legal protections, evidence tips, deadlines, and practical steps to report, document, and consult an employment lawyer.
Estimated reading time: 12 minutes
Key Takeaways
Power and harassment: Harassment often reflects an abuse of power rather than romantic intent.
Legal protections: Federal and state laws protect workers from sexual harassment and retaliation.
Document and report: Keep careful records, follow company policies, and consider early legal advice.
Employer responsibility: Companies must prevent, investigate, and correct harassment; leadership sets the tone.
Resources matter: NDAs, arbitration, and severance affect options—consult a lawyer before signing.
Table of Contents
Introduction
Who was Roger Ailes? A short, plain-English primer with sources
Key dates and basic facts
Early life and education
Early career and awards
Political strategy work
Fox News and media influence
Books
Controversies and exit from Fox News
Legacy
A simple takeaway
What the Ailes story teaches about workplace harassment and your rights
Two common types of sexual harassment (and how to spot them)
How the Ailes case connects to real-world workplace rights
Your action plan: Simple steps to take if you face harassment or retaliation
What if HR does not help?
Understanding NDAs, severance, and arbitration
Evidence that helps your harassment case
How damages work in these cases
Special note for people in media and high-profile fields
Why we are covering roger ailes on an employment law blog
A deeper look at Ailes’ path—from student station to national power
Why leadership behavior matters—and what employers must do
Retaliation: the most common fear (and how the law protects you)
What to expect when you talk to a lawyer
Common questions workers ask
How stories like roger ailes can help change your workplace
A brief reflection on Ailes’ broader legacy
What you can do today
A quick recap of Roger Ailes’ timeline and influence—with sources
Final thoughts: Your rights matter, your story matters
Introduction
If you have followed the news in the last decade, you have heard the name roger ailes. Roger Ailes was a powerful television executive and political consultant. He helped build Fox News and shaped modern conservative media. He also resigned amid serious sexual harassment claims by women who worked with him. His story is about power, media, and politics—but it is also about the workplace. If you are dealing with harassment or retaliation, his story can help you see your rights and your next steps more clearly. Learn more here.
Who was Roger Ailes? A short, plain-English primer with sources
Roger Ailes was a prominent American television executive and political consultant. He was the founding president of Fox News Channel, and he played a major role in conservative media and U.S. politics (source: View source; source: View source; source: View source; source: View source).
Key dates and basic facts
Born: May 15, 1940, in Warren, Ohio (source: View source; source: View source; source: View source; source: View source)
Died: May 18, 2017, age 77 (source: View source; source: View source; source: View source; source: View source)
Cause of death: Subdural hematoma aggravated by hemophilia (source: View source; source: View source)
Early life and education
Ailes grew up in a factory town and had a difficult home life, including an abusive father, according to reports. As a child, he was diagnosed with hemophilia and was hospitalized often. His parents later divorced while he was in college (source: View source; source: View source; source: View source).
Early career and awards
He started in media at Ohio University by managing the student station WOUB (source: View source; source: View source; source: View source).
He worked on The Mike Douglas Show in Cleveland, later becoming its executive producer. The show earned two Emmy Awards while he was there (source: View source; source: View source; source: View source).
On that show, he met Richard Nixon, which led to Ailes becoming Nixon’s media adviser for the 1968 presidential campaign (source: View source; source: View source; source: View source; source: View source).
He founded Ailes Communication, his own media consulting firm (source: View source).
He produced television and theater projects, including Mother Earth and The Hot l Baltimore (source: View source).
Political strategy work
Ailes served as a media strategist for Ronald Reagan’s 1984 campaign and George H. W. Bush’s 1988 campaign (source: View source; source: View source; source: View source; source: View source).
He worked with top Republican figures, including Richard Nixon, Ronald Reagan, George H. W. Bush, and Rudy Giuliani (source: View source).
After 9/11, Ailes advised President George W. Bush about public patience with counterterrorism steps, as reported in Bob Woodward’s book Bush at War (source: View source).
Fox News and media influence
Ailes was the founding president and CEO of Fox News Channel from 1996 to 2016. He also served as chairman of Fox Television Stations and 20th Television (source: View source; source: View source).
Under his leadership, Fox News grew to dominate cable news. The network became known for opinion-driven programming and a conservative slant (source: View source; source: View source).
Ailes said he aimed to counter what he saw as a liberal bias in other media. He pushed for conservative interpretations and commentary (source: View source; source: View source).
He often talked about his “Orchestra Pit Theory.” He put it this way: “If you have two guys on a stage and one guy says, ‘I have a solution to the Middle East problem,’ and the other guy falls in the orchestra pit, who do you think is going to be on the evening news?” (source: View source).
“If you have two guys on a stage and one guy says, ‘I have a solution to the Middle East problem,’ and the other guy falls in the orchestra pit, who do you think is going to be on the evening news?”
Books
Ailes wrote a self-help and communication book called You Are the Message (1988) (source: View source).
Controversies and exit from Fox News
Ailes left Fox News in July 2016 after several women accused him of sexual harassment, including Gretchen Carlson, Megyn Kelly, and Andrea Tantaros (source: View source).
The allegations and the wider reporting created deep concerns about a misogynistic work culture at Fox News, and Ailes became a highly controversial figure (source: View source).
Legacy
Many credit Ailes with shaping conservative media and changing how the Republican Party communicates with voters. His influence on television news still shows in Fox News’ ongoing prominence (source: View source; source: View source; source: View source; source: View source).
His methods and leadership style remain debated. Supporters praise his media instincts. Critics condemn the alleged harassment and the culture it fostered.
A simple takeaway: Roger Ailes’ life and career show how much impact one leader can have—and how workplace behavior at the top can affect every level below. If you have faced harassment or retaliation, you are not alone. And the law gives you tools to fight back.
What the Ailes story teaches about workplace harassment and your rights
The #MeToo movement brought many stories like this into the open. The Ailes case drew huge attention because of his power and because media companies shape public life. But the basic issues are common across all industries, not just television.
Here are the core lessons for workers everywhere:
1) Harassment is about power, not romance
Sexual harassment is not about flirting or dating gone wrong. It is about power, control, and respect. In many cases, it is about a supervisor or leader misusing their role. When leaders cross the line, their power can intimidate people and make it hard to speak up.
2) The law protects you from harassment and retaliation
Under federal law (Title VII of the Civil Rights Act), it is illegal to harass someone because of sex, including sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when: Learn more here
It affects your job or pay (quid pro quo), or
It creates a hostile work environment.
It is also illegal for an employer to punish you for reporting harassment or taking part in an investigation. This is called retaliation. Many states and cities add even stronger protections.
3) Culture flows from the top
When senior leaders ignore or excuse harassment, it can spread. When leaders take it seriously, people feel safer reporting it. Training and policies matter—but action matters most. The Ailes story shows how a powerful person’s choices can set the tone, for good or ill.
4) Speaking up is brave—and often leads to change
Each person who speaks up helps others. When one voice becomes many, companies listen. Many workplaces have changed their policies and practices because workers demanded better.
Two common types of sexual harassment (and how to spot them)
Quid pro quo harassment: A boss offers career help if you accept sexual advances, or threatens harm if you refuse. Example: “Go out with me, or you won’t get that promotion.”
Hostile work environment: Severe or pervasive conduct that makes work abusive. This can include unwanted touching, crude jokes, sexual comments, or repeated advances. It can also include sexist insults or threats.
Both are illegal. One bad incident can be enough if it is serious. A long pattern of smaller acts can also add up to a hostile environment.
How the Ailes case connects to real-world workplace rights
In July 2016, women at Fox News went public with allegations against Roger Ailes, including Gretchen Carlson, Megyn Kelly, and Andrea Tantaros (source: View source). The claims echoed problems many workers face:
A powerful leader allegedly used his position for sexual advances.
Women feared damage to their careers if they refused or spoke up.
The workplace culture allegedly allowed harassment to continue.
While every person’s experience is unique, the legal tools are the same. You have the right to a workplace free from harassment. You have the right to speak up. And you have the right to be free from retaliation for doing so.
Your action plan: Simple steps to take if you face harassment or retaliation
You do not have to do everything at once. You do not have to do it alone. Start with small steps that protect you and your rights.
1) Safety first
If you feel unsafe, get to a safe place. Call a friend, family member, or, if needed, the police.
If there was unwanted touching or assault, seek medical care. You can ask about a forensic exam. Save clothing if advised.
2) Write it down
Keep a simple, private log. Note dates, times, places, what happened, and who saw it.
Save emails, texts, DMs, voicemails, gifts, and photos.
Take screenshots. Back them up to a personal device or secure cloud, not your work computer.
3) Review your employee handbook
Look for the harassment policy, complaint process, and anti-retaliation policy.
Many companies ask you to report to HR or a hotline. You can still talk to a lawyer before you report.
4) Consider reporting internally
If safe, report to HR or follow the steps in your policy.
Be brief and factual. Ask for a written copy of your report.
If meeting in person, send a short follow-up email: “Thanks for meeting. Today I reported [X]. I request an investigation and protection from retaliation.”
5) Talk with an employment attorney early
A short consult helps you plan, even if you do not sue. Learn more here
A lawyer can explain your options, help you avoid common mistakes, and speak to your employer if needed.
If you signed an NDA or arbitration agreement, a lawyer can explain what that means and your choices.
6) Know the deadlines
To bring most federal harassment claims, you must first file a charge with the EEOC. The general deadline is 180 days from the last act, or 300 days if your state has a similar law. Some state laws have different timelines. Learn more here
Do not wait. Deadlines can sneak up on you.
7) Protect yourself from retaliation
Retaliation is illegal. This includes firing, demotion, pay cuts, bad shifts, reduced hours, or threats.
If it happens, add it to your log. Tell HR and your lawyer right away.
8) Be careful with company property
Do not take or copy confidential files without advice from a lawyer. Your evidence should be gathered legally. Your attorney can guide you.
9) Take care of yourself
Trauma is real. Talk to a counselor or trusted support person.
You deserve safety and respect at work—and in life.
What if HR does not help?
Some companies act fast and fairly. Others stall or protect senior people. If you feel your report is ignored or you are punished for speaking up:
Keep documenting. Note every step you take.
Ask for updates in writing.
Consider filing a charge with the EEOC or your state agency.
Speak with a lawyer about legal claims, including harassment, discrimination, and retaliation. Learn more here
Understanding NDAs, severance, and arbitration
NDAs (non-disclosure agreements): Many companies ask workers to sign NDAs. Some NDAs stop you from sharing trade secrets. Others try to limit what you can say about your experience. Laws are changing in many states to protect workers who report harassment. Before you sign anything, talk to a lawyer.
Severance agreements: If you are offered money to resign and release claims, get legal advice. You may be giving up rights. You can often negotiate better terms. Learn more here
Forced arbitration: Some employers require arbitration instead of court. Arbitration is private and can limit discovery or appeals. A lawyer can assess how arbitration affects your case and your strategy. Learn more here
Evidence that helps your harassment case
Good evidence tells your story in a clear way. Helpful items include: Learn more here
Your timeline/log with dates and details
Emails, texts, chat messages, DMs
Photos, voicemails, cards, and gifts
Calendar invites and meeting notes
Bad performance reviews that start right after you report (possible retaliation)
Witness names and what they saw or heard
Company policies and handbooks
Pay stubs or schedules (if hours or pay were cut)
How damages work in these cases
Every case is different, but possible remedies may include:
Back pay and front pay
Emotional distress damages
Punitive damages (in some cases)
Policy changes at work
Legal fees and costs
Your attorney can explain likely outcomes based on the facts and the law in your state.
Special note for people in media and high-profile fields
The Ailes story shows how harassment can hide in plain sight when a leader has outsized power. Media, tech, finance, and entertainment are not the only fields where this happens—but power can make it harder to speak up. If you work near powerful figures:
Consider reporting through secure channels.
Keep your own copies of non-confidential communications.
If you fear retaliation or blacklisting, talk to a lawyer early about protective steps.
Why we are covering roger ailes on an employment law blog
Roger Ailes’ life and career are newsworthy and historic. He was a central figure in U.S. media and politics (source: View source; source: View source; source: View source; source: View source). He led Fox News from 1996 to 2016 as its founding president and CEO, and also served as chairman of Fox Television Stations and 20th Television (source: View source; source: View source). He pushed a conservative approach to news to counter what he viewed as liberal bias (source: View source; source: View source). He summed up his media view in the “Orchestra Pit Theory” quote above (source: View source).
But from a worker’s point of view, the most important part of the Ailes story is the workplace harm reported by women who worked there. In 2016, multiple women spoke up about sexual harassment, including Gretchen Carlson, Megyn Kelly, and Andrea Tantaros (source: View source). Their courage helped change Fox News and added fuel to a national reckoning. If you are in a hard spot at work today, their voices and your voice matter.
A deeper look at Ailes’ path—from student station to national power
Student media leader: Ailes began at Ohio University’s WOUB, where he learned TV from the ground up (source: View source; source: View source; source: View source).
The Mike Douglas Show: He moved to Cleveland television, rose quickly, and the show earned two Emmys under his watch (source: View source; source: View source; source: View source).
Politics: Meeting Nixon launched Ailes into presidential politics in 1968 (source: View source; source: View source; source: View source; source: View source).
Consulting firm: He opened Ailes Communication, crafting messages and media (source: View source).
Stage and screen: He worked on Mother Earth and The Hot l Baltimore (source: View source).
Campaigns: He shaped messages for Reagan in 1984 and George H. W. Bush in 1988 (source: View source; source: View source; source: View source; source: View source). He also assisted Republican figures like Rudy Giuliani (source: View source).
Advice after 9/11: Ailes advised President George W. Bush on public messaging around counterterrorism, as reported by Bob Woodward (source: View source).
Fox era: From 1996 to 2016, he built Fox News into a cable news powerhouse with a conservative voice (source: View source; source: View source; source: View source). He also held top roles over Fox Television Stations and 20th Television (source: View source; source: View source).
Author: He wrote You Are the Message, a guide to effective communication (source: View source).
End of life: He died in 2017 from a subdural hematoma, with his hemophilia worsening the injury (source: View source; source: View source).
Why leadership behavior matters—and what employers must do
The law does not just ban harassment. It also expects employers to take reasonable steps to prevent and correct it. Good employers:
Set clear, strong policies against harassment.
Train everyone, including executives and managers.
Offer safe, fair reporting paths.
Investigate promptly and impartially.
Stop harassment and prevent retaliation.
When a powerful leader is accused, the company must take it seriously. This includes using outside investigators when needed and ensuring witnesses feel safe. If a company fails to act, it can face legal risk—and workers can suffer real harm.
Retaliation: the most common fear (and how the law protects you)
Most people fear backlash if they report. The law gets this. Retaliation claims are among the most common in the EEOC system. Learn more here Retaliation can include:
Firing or forced resignation
Demotion or pay cuts
Bad shifts or fewer hours
Being left out of meetings or projects
Threats or harassment after you report
You are protected when you:
Report harassment or discrimination in good faith
Take part in an investigation or lawsuit
Ask for a reasonable accommodation
Stand up against discrimination at work
If you face retaliation:
Add it to your timeline with dates.
Tell HR in writing.
Talk to a lawyer quickly. Retaliation claims have deadlines too.
What to expect when you talk to a lawyer
A good employment lawyer will:
Listen to your story and ask clear, simple questions
Help you set goals: stop the harm, protect your job, or seek damages
Explain the pros and cons of reporting internally
Lay out the timeline and deadlines
Help you decide whether to file an EEOC charge or state agency complaint
Discuss mediation, settlement, and possible litigation
Review any NDA, severance, or arbitration clause you signed
Keep your information confidential
You can often get a free or low-cost consultation. Bring your timeline and any evidence you have. Ask about the lawyer’s experience with harassment and retaliation cases.
Common questions workers ask
Do I have to confront the harasser first? No. You can go right to HR or to a lawyer if you prefer. Your safety matters most.
Can I be fired for reporting? The law forbids retaliation for good-faith reports. If it happens, it can become a separate legal claim.
What if there were no witnesses? Many cases rely on the victim’s testimony plus texts, emails, and the timeline. Your log matters.
What if I stayed at the job? Staying does not kill your claim. Many people stay because they need the paycheck.
Should I quit? Do not quit without a plan. Talk to a lawyer first. Quitting can affect certain claims and benefits.
Can I sue the individual harasser? In many states, you can sue the employer, and in some places you may have claims against the individual too. A lawyer can clarify based on your state law.
What if the harassment happened online or after hours? If it affects your work or comes from a coworker or boss, it can still count.
How stories like roger ailes can help change your workplace
Public cases can drive change. When workers speak up, companies update policies, boards demand accountability, and the media covers these issues more closely. In the Ailes era, Fox News became a symbol of how culture and leadership can allow harassment—or stop it. The fact that high-profile figures faced public allegations and consequences showed many people that even powerful leaders are not above the law (source: View source).
If you worry nothing will change where you work, remember this: culture shifts when regular people use their voices and their rights. Internal reports, legal claims, and public attention can all play a role. Each step is a risk. But each step can also help you and others.
A brief reflection on Ailes’ broader legacy
Roger Ailes combined TV craft, political strategy, and executive control. He helped elect presidents, advised leaders after national crises, and built a network that reshaped cable news (source: View source; source: View source; source: View source; source: View source). He was the founding president and CEO of Fox News and chaired Fox Television Stations and 20th Television (source: View source; source: View source). He said he aimed to offer a conservative counterpoint in media (source: View source; source: View source). He liked to remind people that the “orchestra pit” moment often wins the news cycle (source: View source).
But his story also includes serious harassment allegations that led to his exit from Fox News in 2016, with women including Gretchen Carlson, Megyn Kelly, and Andrea Tantaros coming forward (source: View source). These events forever changed how many people view workplace power and accountability in the media world.
What you can do today
If this topic hits close to home, start small and steady. You do not need to decide everything right now. Pick one step from the list below.
Tell someone you trust what happened.
Start your private timeline today. Add at least one event with date and details.
Save one key piece of evidence, like a text or email, on your personal device.
Read your company’s harassment policy.
Make a short consult with a local employment attorney.
If safe, consider an internal report. Keep it simple and factual.
Put deadlines in your calendar: 180 or 300 days for an EEOC charge, depending on your state.
A quick recap of Roger Ailes’ timeline and influence—with sources
Born May 15, 1940, Warren, Ohio; died May 18, 2017, at age 77 (source: View source; source: View source; source: View source; source: View source).
Cause of death: Subdural hematoma, aggravated by hemophilia (source: View source; source: View source).
Early years marked by health issues and a difficult family life; parents divorced during his college years (source: View source; source: View source; source: View source).
Started at Ohio University’s WOUB; rose quickly in TV with The Mike Douglas Show and earned two Emmys (source: View source; source: View source; source: View source).
Met Richard Nixon on set; became his media adviser in 1968 (source: View source; source: View source; source: View source; source: View source).
Founded Ailes Communication; produced Mother Earth and The Hot l Baltimore (source: View source).
Strategized for Reagan (1984) and George H. W. Bush (1988), and worked with Rudy Giuliani (source: View source; source: View source; source: View source; source: View source).
Helped advise President George W. Bush after 9/11, as reported by Bob Woodward (source: View source).
Built Fox News (1996–2016) into a conservative-leaning cable news leader; chaired Fox Television Stations and 20th Television (source: View source; source: View source; source: View source; source: View source).
Promoted the “Orchestra Pit Theory” to explain media focus on sensational moments (source: View source).
Resigned in July 2016 amid sexual harassment allegations by several women, including Gretchen Carlson, Megyn Kelly, and Andrea Tantaros (source: View source).
Wrote You Are the Message (1988) (source: View source).
Final thoughts: Your rights matter, your story matters
Roger Ailes stands as a complex figure—an architect of modern political media and the leader behind a dominant news network, and also a person whose alleged behavior led to a landmark moment in workplace accountability (source: View source; source: View source; source: View source; source: View source). His life shows how influence can be used to build, and how misuse of power can harm. For workers, the lesson is clear: laws exist to protect you from harassment and retaliation. Culture can change. Your voice can spark that change.
If you are facing harassment, discrimination, wrongful termination, retaliation, or unpaid wages, you do not have to face it alone. A skilled employment lawyer can help you understand your options, protect your rights, and seek justice.
This guide is for information only and is not legal advice. If you need help now, consider reaching out to a qualified employment attorney in your state for a confidential consultation. The first step can be the hardest—but it is also the start of getting your power back.
FAQ
What are my first steps if I experience workplace harassment?
Prioritize safety, document the incident, save evidence, review your employee handbook, and consider speaking with an employment attorney. If you need immediate help, contact local authorities or medical services.
Do I have to report harassment to HR before contacting a lawyer?
No. You can talk to a lawyer first. A lawyer can help you understand your options and plan your next steps, including whether and how to report internally.
What is quid pro quo harassment?
Quid pro quo harassment occurs when a supervisor offers job benefits or threatens job harm in exchange for sexual favors or submission to sexual conduct.
How long do I have to file a complaint with the EEOC?
Deadlines vary, but generally you must file within 180 days of the last act, or 300 days if your state has a similar law. Check with an attorney or the EEOC promptly to preserve your rights. Learn more here
What if my employer offers a severance agreement with an NDA?
Do not sign without legal advice. NDAs and severance releases can waive important rights. An employment lawyer can review and negotiate terms to protect your interests. View resource
