The Camp Lejeune Justice Act of 2022. Are you eligible for compensation?
Sommers Schwartz attorney Tad Roumayah filed a lawsuit on behalf of a woman previously employed as a Wellness Coordinator for the defendant. According to the allegations, the plaintiff worked for the defendant for four years, during which time she regularly received exemplary performance evaluations, bonuses, and merit pay increases. She delivered her first child and later became pregnant with her second child, gaining weight during and after her pregnancies. At various times, the defendant’s president suggested that the plaintiff lose weight, and her supervisor stated that she should move from a full-time to a part-time position to “focus on her family.” The plaintiff was then advised that she could either take one of three “office only” positions, each of which included an annual pay cut of approximately $20,000 less than her Wellness Coordinator position, or she would be terminated. The plaintiff submitted a notice citing civil rights violations and employment discrimination based on her pregnancies and the resulting body changes. The defendant failed and refused to conduct any investigation into the complaints of discrimination, and instead fired the plaintiff two weeks later, asking her to sign a Separation Agreement and General Release, which she refused. The wrongful termination matter is currently pending in U.S. District Court for the Western District of Michigan.
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