Worker says Gallagher axed her after approving disability accommodations

Rather than adjust her workload, the filing states Gallagher extended her performance improvement plan on January 23, 2026 and tried to move her from an email-based research advocate role into a call advocate position – one requiring substantially more phone work, directly clashing with the restrictions she had flagged.

By February 10, 2026, the company did approve an accommodation restricting the worker to email-based casework with no phone requirements, the complaint says. She accepted it and continued to need it.

In March 2026, the filing alleges the worker went to HR to complain she was being singled out and that her treatment felt like harassment. According to the complaint, Gallagher did not address it.

The termination came on or about April 8, 2026, the filing states – shortly after the worker returned from a day of approved FMLA leave. The complaint alleges the stated grounds were “false and pretextual” and that the real reasons were disability discrimination and retaliation for requesting accommodations and using medical leave.

The worker had dual-filed a charge with the EEOC and the Nevada Equal Rights Commission on September 29, 2026, according to the complaint. The EEOC closed the case without making findings and issued an immediate right-to-sue notice on October 1, 2026.