#lawsuit

Minnesota is again suing 3M Co. over contamination from its products containing “forever chemicals,” this time concerning pollution at its Cottage Grove manufacturing facility.

other than castkles in the sky and building a house of cards that wouldn't pass scrutiny with regulators in a proper administration that isn't as incompetent as the present one (past R or D admins, for example)? He's built an empire costing several million dollars including his own cost to the firm, gotten himself and Citi into a lawsuit...what else?

Jane has rewarded one buffoon after another

https://www.reuters.com/legal/government/us-appeals-court-revives-82-million-verdict-against-ford-trade-secrets-case-2026-05-22/

Everyone check out their newest lawsuit.

Medical Solutions 401(k) Fund Swap Drives Proposed Class Action

Couldn’t get the link to post

https://lawyerinc.com/biggest-intel-lawsuits/

1. Intel settles lawsuit for employment discrimination Settlement amount: $3.5 million
2. Asalati v. Intel Corporation Settlement amount: $5 million
3. Intel settles with Department of Labor Settlement amount: $5 million
4. Intel settles high-tech antitrust case Settlement amount: $415 million
5. Intel settles Intergraph lawsuit Settlement amount: $225 million
6. Intel settles lawsuit with AMD Settlement amount: $1.25 billion
7. The European Commission issues statement of guilt to Intel on antitrust violations Settlement amount: $1.44 billion
8. Nvidia countersues Intel Settlement amount: $1.5 billion
9. Intel settles with the Federal Trade Commission Settlement amount: $1.5 billion (suspended)
10. Intel loses patent infringement lawsuit Settlement amount: $2.2 billion

Another lawsuit

https://share.google/d1FWUxB9z3RX5ZCEJ

Wells Fargo settles suit for $110M alleging discriminatory hiring and leading last week

Fraud lawsuit against Intel to steal personal data of millions of Americans

https://brownrudnick.com/client_news/brown-rudnick-on-behalf-of-200-plaintiffs-files-fraud-suit-against-intel-claiming-hundreds-of-millions-of-dollars-in-damages/

The Florida Education Association (FEA), along with other groups, has sued the state Department of Education. They claim Florida's universal school voucher system violates the state constitution. The lawsuit alleges a disparity in oversight between public and private schools receiving taxpayer funds. Nearly $5 billion in state money is allocated for these vouchers, including for homeschooling. Public schools have experienced declining enrollment and budget cuts since universal vouchers began in 2023. The FEA seeks accountability, transparency, and consistent educational standards across all schools.

Florida

https://www.wusf.org/the-florida-roundup/2026-05-18/why-was-florida-sued-over-universal-school-vouchers

A former Bank of New York Mellon associate alleges the bank fired him while his disability accommodation request was still pending in its system.

Gibbs Kanyongo Jr. sued BNY on May 12, 2026, in the U.S. District Court for the Western District of Pennsylvania. The complaint brings claims under the Americans with Disabilities Act and the Pennsylvania Human Relations Act for failure to accommodate, disability discrimination, and retaliation.

The story, as the filing tells it, begins on Aug. 4, 2025. Kanyongo - a Client Processing Associate in BNY's Loan Administration department in Pittsburgh - says he broke a bone in his foot and suffered ligament damage in his ankle playing basketball. Two days later, according to the complaint, a UPMC podiatrist diagnosed a severe ankle sprain and signed documentation stating Kanyongo was limited in his ability to walk and needed to work from home for six to eight weeks. He says he called BNY's HR department on Aug. 7 and asked how to submit it. The complaint says HR pointed him to the online portal and to BNY's "Medical Certification: Reasonable Accommodation" form.

What followed, the complaint alleges, was more than two months of back and forth.

Kanyongo says he submitted the certification on Aug. 26. According to the filing, BNY responded on Sept. 5 to say the doctor had filled out parts of the form incorrectly. Kanyongo says he got it redone. On Sept. 24, 2025, he says he emailed the corrected certification - signed by his treating provider - to peopleadvisorsamericas@bny.com, an inbox the complaint says HR had told him to use during a mandatory two-week security leave.

Twenty-three days later, on Oct. 17, 2025, the complaint says his manager called and told him he was being terminated for failing BNY's "Working Together" in-office requirement on two occasions. The filing alleges his accommodation request remained pending in BNY's process when that call was made.

The complaint raises three issues that sit squarely in HR territory.

The first concerns the interactive process. The filing alleges that during the 23 days between Kanyongo's Sept. 24 submission and his Oct. 17 termination, BNY did not contact him to say his documentation had not been received or processed, or that he remained at risk of termination. His AT&T telephone records, according to the filing, show a 37-minute call to BNY's People Team line on Oct. 14, three days before he was terminated.

The second concerns BNY's automated attendance system. Under the "Working Together" policy as described in the complaint, employees must work a minimum of three days per week in the office, and two violations within a 12-month period can trigger termination. The complaint says Kanyongo received a first violation notice in May 2025 for the period from March 23, 2025 to April 19, 2025 - before his injury. The filing alleges that on Oct. 17, 2025, he discovered an automated notification flagging him for a further violation covering Sept. 6 through Oct. 4, 2025, and that the automated system had also not credited his accommodation for an earlier flagged period ending Aug. 8, 2025 - the period the complaint says an HR representative had told him his completed accommodation would retroactively excuse.

The third concerns what the complaint frames as an inconsistency between BNY's position statement to the EEOC and BNY's own internal records. The complaint says BNY's position statement asserted that Kanyongo's manager, Sally Baker, "never told [Mr. Kanyongo] he was not allowed to enter in-office exceptions" and in fact "encouraged him to do so." The filing then cites BNY's own People Solutions portal entries from Sept. 19, 2025, which Kanyongo says recorded his report that his manager had advised him "he cannot keep using in-office exceptions & he can only use three in-office exceptions for the time being," and that "his manager is not approving of in-office exceptions."

According to the complaint, an HR representative had told Kanyongo earlier in the process that once his completed forms were received and approved, the accommodation would retroactively cover and excuse the flagged days. The filing alleges that step never took place.

Kanyongo also says he wrote a message in BNY's portal on Sept. 5, 2025, describing himself as "unable to walk or travel," having "been trying to get this request submitted and approved for over a month," and having "called every week talking to someone asking for an update." According to the complaint, he arranged to be picked up and transported on his broken foot to get the forms completed, and asked BNY's People Advisor Team to call his physician directly. The filing says BNY declined, citing HIPAA.

Kanyongo is seeking back pay, front pay, compensatory damages, punitive damages, and attorneys' fees. He has demanded a jury trial. The complaint says he was unemployed for approximately six months after the termination, and that his new job pays roughly $5.00 per hour less than his BNY salary.

The allegations have not been tested in court. BNY has not yet filed a response to the complaint, and no court has ruled on the merits of any of Kanyongo's claims.

Watch for another big charge to hit the balance sheet soon. . .

https://www.pressconnects.com/story/news/public-safety/2026/05/11/endicott-permitted-to-sue-ibm-for-alleged-water-contamination/90030384007/

EH is trying to bring back someone that was fired for bad conduct but because of the lawsuit, they cant bring them back as a FTE but on contract. Does anyone know who that is?

Former Spirit Aviation Holdings Inc. employees filed a class action lawsuit. They claim the airline improperly laid off about 17,000 workers. The suit alleges Spirit failed to provide 60 days' notice under the WARN Act. This occurred while the company proposed bonuses for top executives. The employees seek back pay and other compensation from the bankrupt airline.

Dania Beach, Florida

https://news.bloomberglaw.com/bankruptcy-law/ex-spirit-airline-workers-bring-class-suit-over-abrupt-layoffs

Enjoy all the videos.

Let’s come together as one community here and post a list of real lawsuits won against U.S. Bank. Employment Discrimination Retaliation Consumer or anything else as long as it has to do with U.S. Bank. Let’s compile a list here with links and anything else that is helpful.

Bonus points for recent/ongoing lawsuits.

Looks like Pete decided to depart for family commitments just 2 days after the DOJ wanted to depose him, I guess a golden parachute is better than an orange jumpsuit! This is not the same as the other CMS pending case for failure to comply with reporting and the nearly billion dollars in historical payments being set aside.

https://www.beckershospitalreview.com/legal-regulatory-issues/elevance-senior-executive-fights-doj-deposition-bid-in-medicare-advantage-fraud-case/

“According to an April 27 letter filed with the court, the government said it first contacted Elevance about deposing Mr. Haytaian on Feb. 24, two days before the company announced his departure.”

“The MA case in which Mr. Haytaian is being asked to testify was originally filed in 2020. The government alleges Elevance (then Anthem) violated the False Claims Act by knowingly failing to delete inaccurate diagnosis codes it submitted to CMS for risk adjustment purposes, instead using a retrospective chart review program to identify additional codes that could generate higher MA payments. The complaint describes the program as “a cash cow” that generated more than $100 million per year in additional revenue during certain periods.”

This speaks to the cesspool that is Norwalk as a location & Client Solutions as a department. No wonder they axed that whole team in Norwalk!

https://www.hcamag.com/us/specialization/employment-law/factset-fired-black-consultant-one-day-after-fmla-request-suit-alleges/574956

I hope she gets every penny she sues for

Kevin Hart's media company, Hartbeat, faces significant internal challenges. A recent report details layoffs, lawsuits, and executive shakeups. The company, once valued at $650 million, has downsized. Kevin Hart finalized a deal with Authentic Brands Group this January. This agreement reportedly caused employee concerns regarding the company's future.

https://www.tmz.com/2026/05/11/kevin-hart-company-drama-amid-sale/

https://www.napa-net.org/news/2026/5/schlichter-bogard-targets-ford-401k-plans-with-broad-breach-claims/

• IBM (NYSE:IBM) is facing a lawsuit that accuses the company of racially discriminatory layoffs targeting Black executives.

• The suit alleges a pattern of race based terminations tied to shifts in regulatory and compliance priorities.

• The case raises questions about IBM's diversity, equity, and inclusion practices and its internal governance controls.

https://finance.yahoo.com/markets/stocks/articles/ibm-lawsuit-over-black-executive-211421488.html

Scharf's mandatory RTO against the disabled has created a MASSIVE unforced liability for the company.

EEOC is prosecuting companies that issue these blanket mandates.

https://www.eeoc.gov/newsroom/fedex-pay-280000-eeoc-disability-discrimination-lawsuit

In the lawsuit, the EEOC charged that in February 2023, FedEx failed to accommodate several dispatchers’ requests to continue working from home and demanded the dispatchers’ return to its downtown Manhattan office, effectively forcing at least one into retirement. The employee, and other disabled dispatchers, previously performed dispatcher duties remotely and successfully for nearly three years. According to the suit, FedEx denied continued telework based on an alleged operational need to have all its dispatchers work in the office and failed to engage with its disabled dispatchers to find alternative accommodations.

“This case serves as a reminder that employers should not take a blanket approach to telework accommodations and should take care to engage in individualized assessments,” said Kimberly A. Cruz, regional attorney for the EEOC’s New York District Office. “Changing the location where work is performed may fall under the ADA’s reasonable accommodation requirements, even if the employer does not allow other employees to telework.”

Such alleged conduct violates the Americans with Disabilities Act (ADA), which prohibits an employer from failing to reasonably accommodate an employee’s qualifying disability, absent undue hardship. The EEOC filed suit in U.S. District Court for the Southern District of New York (EEOC v. Federal Express Corporation d/b/a FedEx Express, Civil Action No. 1:25-cv-00454) after first attempting to reach a pre-litigation settlement through its conciliation process.

Arlean Nieto, acting director of the EEOC’s New York District Office, said, “The EEOC is committed to enforcing the ADA and holding employers accountable for denying reasonable accommodations to employees with disabilities.”

Meta got sued for age discrimination. See https://www.linkedin.com/pulse/called-them-dinosaurs-lawsuits-began-ai-bias-hiring-more-vanderburg-wff9c.

The data cited in the lawsuit is stark:

Employees over 40 were 1.5x more likely to be laid off than employees under 40.
Employees over 50 were 2.5x more likely to be terminated than their younger colleagues.

The workforce reductions last December appeared to disproportionately affect employees with older ages. Is there any public data support my observation?

TIAA facing a federal lawsuit from a former wealth advisor who says he was pushed out after seeking disability accommodations.

Phillip Pham, who spent nearly a decade at the financial services giant, filed suit in the U.S. District Court for the Eastern District of Michigan on February 16, 2026, alleging the firm violated the Americans with Disabilities Act and Michigan's Persons with Disabilities Civil Rights Act. The case, which stems from an Equal Employment Opportunity Commission filing on June 10, 2025, seeks compensatory and punitive damages, along with attorneys' fees.

Pham joined TIAA in November 2015 as a wealth advisor and, according to the filing, built himself into one of the firm's top performers — consistently ranking in the top ten in product sales and accumulating almost $900 million in assets. That track record, the lawsuit argues, did not insulate him from what he describes as discrimination after a series of concussions forced him to ask for workplace adjustments.

The filing lays out three concussions — in 2016, around September 2021, and on July 13, 2023. The first left Pham with memory loss, delayed speech and impaired mental processing. After the third, his physician determined that his symptoms mirrored the severity of the 2016 episode and recommended reduced hours for one month, a gradual return to a full-time schedule and blue screen protection on his equipment.

According to the lawsuit, TIAA did not reduce Pham's workload to make the shorter hours feasible and did not officially approve the reduced schedule until early 2024. Even then, the filing states, Pham still carried more clients and higher asset amounts than other wealth advisors at the firm.

What followed, the lawsuit alleges, was a series of moves that systematically undercut Pham's ability to succeed. His Wealth Director, Theresa Serafimovski, allegedly issued a written warning on July 19, 2024, tied in part to symptoms of his condition. The filing claims he was told to hit 100 percent of his performance targets within weeks — despite a prior agreement setting the bar at 85 percent. That higher standard, the lawsuit says, was not placed on his colleagues.

Perhaps most striking for industry observers: the filing alleges Pham was the only wealth advisor not invited to TIAA's client referral system — described in the lawsuit as the only way advisors could source new business and grow their books. The firm reportedly attributed his exclusion to workload concerns, but Pham argues it effectively cut off his pipeline for external revenue.

On August 16, 2024, Pham submitted another physician's note recommending a reduced client load and that he avoid working through dinners. He spoke briefly with someone in human resources, according to the filing, but heard nothing back. Two months later, on October 15, 2024, he was called into a meeting with Human Resources Director Ashley Bigham and Human Resources Manager Kristin Johnson. He was terminated during that meeting, and his accommodation request was scuttled.

Since leaving TIAA, Pham took a business manager role at Washtenaw Christian Academy from January to May 2025, earning $55,000 annually, before launching his own life insurance venture, Phamily Phinancial Group, in June 2025. He says he has not yet been able to collect unemployment.

The case is in its earliest stages. TIAA has not yet responded, and no court rulings have been issued. But the lawsuit lands at a moment when large wealth management firms face increasing scrutiny over how they handle accommodation requests and whether internal performance systems inadvertently penalize advisors returning from medical leave. For compliance teams and firm leadership, the allegations — if they hold up — could underscore the legal risks embedded in everyday management decisions, from referral access to equipment upgrades to how time off is tracked.

A Columbus AI startup will postpone its upcoming tech festival. This decision follows recent layoffs at the company. A pending lawsuit also affects the company. The suit accuses the founder of firing executives. This was allegedly to avoid sharing future profits.

Columbus, Ohio

https://www.dispatch.com/story/news/local/2026/05/05/ohio-tech-entertainment-festival-2026-delayed/89953871007/

Interesting way of accusing someone and acting like they got the correct dates and stating I tampered with a clients account? They don’t even have any evidence but yet the whistle blowing manager and operations managers have been in HR investigation for harassment complaint. So, I am assuming it’s retaliation? Which would fall under unlawful termination with their accusations. Thats extra 150k or more in my pockets when it’s taken to court.

If you’re currently involved in a dispute over unfair dismissal or the company’s illegal practices, it might be difficult to answer here.
I think what the company fears most is having multiple dismissed employees file lawsuits alleging illegal conduct, which would prevent the downsizing plan from going through.

https://www.investmentnews.com/ria-news/disabled-banker-sues-wells-fargo-alleges-diversity-push-drove-his-firing/265565

https://aging.networkofcare.org/lrgv-tx/CommunityResources/News/Article?articleId=151628

https://www.linkedin.com/posts/charlotteobserver_wellsfargo-wfh-workfromhome-activity-7448405383771222016-iAIY

Cognizant sued by Department of Justice.
https://x.com/InsiderWire/status/2051020690896093244

You can tell HR that you don't want to be transferred to cognizant.

A lawsuit has been filed against Wren Kitchens. This legal action follows recent mass layoffs. The company's job cuts were reportedly abrupt. The lawsuit addresses these sudden terminations. Affected employees were located in Northeastern Pennsylvania.

https://www.audacy.com/wilknews/news/local/lawsuit-filed-against-wren-kitchens-over-abrupt-mass-layoffs-in-nepa

A former Wells Fargo Advisors broker in Brookfield, Wisconsin, has filed a lawsuit accusing the wirehouse of firing him because of his age.

Kenneth J. Schneider, who spent his entire 50-year career with Wells and predecessor firms, claimed that he was terminated at the age of 78 “for the sole pretextual reason” that he used a swear word in the office when talking with his wife, who also worked at the firm, according to a complaint filed last week in U.S. District Court in Wisconsin.

Local Wells managers had “been trying to get Schneider to retire for years,” and younger advisors were given more lenient, “progressive discipline” for similar violations of the firm’s professional conduct policies, according to the complaint.

“Wells Fargo willfully took adverse actions against Schneider because of his age,” the ex-broker’s lawyers wrote in the complaint.

https://www.advisorhub.com/wells-fargo-faces-age-discrimination-claim-from-50-year-industry-vet/

A federal court approved a $1.25 million settlement. The U.S. Equal Employment Opportunity Commission was a party. R&R Janitorial Painting and Building Services, Inc. was the defendant. This agreement resolves a five-year-old bias lawsuit. The suit alleged discrimination in connection with layoffs.

Washington, D.C.

https://www.law360.com/articles/2468827/eeoc-janitorial-co-get-ok-for-1-2m-deal-in-layoff-bias-suit

Another age discrimination lawsuit articlegoing. Funny how at&t claims cursing is code of conduct violation and potty mouth Legg does it all the time.

Link

https://www.nj.com/news/2026/04/att-faces-age-discrimination-suit-after-firing-longtime-nj-employee.html

Some of article below

A longtime AT&T employee in New Jersey has filed a federal lawsuit alleging age discrimination and wrongful termination.

The suit, filed March 31 in U.S. District Court in New Jersey, claims Daniel A. Zuckerman, 62, was demoted and ultimately fired last year without warning in retaliation for opposing discrimination and seeking legal advice.

A longtime AT&T employee in New Jersey has filed a federal lawsuit alleging age discrimination and wrongful termination.

A spokesperson for AT&T called the lawsuit “baseless,” and said the company will defend itself in court.

“This employee was not a victim of discrimination: he was given a new job assignment during an organizational restructure, and he was terminated for violating our Code of Business Conduct,” the spokesperson said.

Zuckerman, of Hillsborough, started his career at AT&T in May 1985, according to the lawsuit. He spent nearly 40 years climbing the ranks before he was fired from the company’s Bedminster office on Jan. 27, 2025.

At the time, he held the role of level-three director as a member of technical staff. However, days before his termination, he was notified that he would be demoted to level two associate director in cybersecurity, effective Feb. 1, according to the complaint.

Zuckerman claims he has never received disciplinary action or a negative performance evaluation during his tenure.

The lawsuit alleges that AT&T maintains a corporate culture of age discrimination which encourages older employees to leave voluntarily, and favors younger employees.

Zuckerman also claims he was instructed in 2014 not to hire a highly qualified 56-year-old candidate because of the candidate’s age.

The lawsuit says the age discrimination originated with top leadership. It points to remarks by former CEO Randall Stephenson in 2016 about AT&T’s aging workforce and need to reinvent itself, and alleges current CEO John Stankey made “outrageously offensive” ageist statements.

During a July 2023 town hall, Stankey stated that the workforce needed younger employees to better match the U.S. population, according to the suit.

Look at what this company is dealing with. Debt that keeps growing. Competition that keeps getting stronger. Lawsuits that never seem to end. Any one of those would be bad, but all three together? I don't see a way out.

Dozens of former Northern Metal Fab, Inc. employees are suing the company's owners. They allege abrupt layoffs occurred without proper notice. Employees also claim they were not paid final wages or unused vacation time. Their health insurance was reportedly canceled despite continued premium payments. The company plans to file for Chapter 7 bankruptcy due to financial viability issues.

Western Wisconsin

https://www.cbsnews.com/minnesota/news/wisconsin-metal-plant-employees-sue-owners-over-sudden-closure-layoffs/

Thoughts?

A former employee is suing Intermountain Packing in Idaho Falls. The lawsuit alleges the company violated the federal WARN Act. Intermountain Packing abruptly laid off 150 workers without 60 days' advance notice. The complaint seeks class action status for all affected employees. The company claims an unforeseeable financial crisis prevented proper notification.

Idaho Falls, Idaho

https://capitalpress.com/2026/04/17/defunct-idaho-sla-ghterhouse-sued-over-foreseeable-mass-layoffs/