A former employee of Truist Bank, Debra Jones, has filed a lawsuit against the bank, alleging discrimination and retaliation linked to an incident involving a Chucky doll. The lawsuit claims that her manager placed the doll, a character from the horror film “Child’s Play,” at her work station despite Jones having previously disclosed her fear of dolls. This prank, which she deemed harmful, exacerbated her existing anxiety disorder, and eventually led to a diagnosis of PTSD.
Jones further alleged that her boss’s actions disregarded her known disabilities, which included generalized anxiety and major depressive disorders, along with an autoimmune condition called vitiligo. Following the incident, she argued that after taking a two-month medical leave to address her health issues, she was treated differently upon returning to work. Jones claims that her employer retaliated against her when she needed to leave work early to manage her autoimmune disorder.
Upon her return, Jones was assigned to a new office with a new manager, yet felt she was still subjected to discriminatory treatment because of her disabilities. According to her allegations, her supervisors claimed that other coworkers were also seeking time off, which she believed was an attempt to undermine her situation. This treatment, she argues, was a breach of her rights as a qualified individual with disabilities under the Americans with Disabilities Act.
In March, Jones was reportedly fired after being told that she could not continue using her disabilities as justifications for her time away from work. This action intensified her claims of retaliation and discrimination against Truist Bank, further emphasizing that her need for accommodations was unjustly used against her. The lawsuit reflects a growing concern about workplace treatment of individuals with disabilities.
As part of her legal action, Jones is seeking compensatory damages, asserting that the bank’s actions not only violated her rights but also harmed her mental and emotional well-being. The case has sparked discussions regarding the responsibilities of employers to provide a supportive work environment for employees with recognized disabilities. It raises important questions about how workplaces handle sensitive matters related to mental health and accommodations.
Truist Bank has yet to respond publicly to the allegations laid out in the lawsuit. This situation highlights the ongoing challenges individuals with disabilities face in the workplace and serves as a reminder of the significant impact that workplace culture can have on employee health and morale. The resolution of this case could have broader implications for workplace policies regarding disability and discrimination.
