FedEx worker claims bias complaints and injury got him fired

The worker also alleges the supervisor removed music associated with African American culture from the company’s shared sound system while allowing music from white artists to play. Between 2023 and January 2025, the complaint says, he used the company hotline several times to raise what he describes as unfair treatment and racial bias. After each complaint, the filing alleges, the treatment worsened, and the company took no corrective action against the supervisor. 

The complaint also describes moments when an HR representative made comments in his favor. It alleges she told him he was “fine” after a noise complaint, and later called a written warning for singing “cheesy” and unwarranted, saying it would be torn up rather than placed in his file. 

On February 7, 2025, according to the filing, the worker was diagnosed with a torn rotator cuff and placed on medical restrictions. Six days later, on February 13, FedEx Supply Chain terminated his employment. The stated reason, the complaint alleges, was that he had been “malicious and harassing” toward co-workers – conduct he denies, and for which, he says, he had never previously been warned, coached or disciplined. The day after he left, the filing adds, some of the same co-workers he was said to have harassed contacted him to offer support. 

The complaint reaches beyond a single termination. It alleges that a 25-year employee who had also used the hotline to report the same supervisor was fired around the same time, under similar circumstances. 

For HR professionals, a filing like this puts familiar questions in front of an employer: whether discipline is applied consistently across a team, how informal handling of write-ups affects the paper trail, whether hotline complaints receive visible follow-up, and how the timing of a termination is likely to be examined when it follows protected complaints and a new medical restriction. Those questions arise regardless of how the facts are ultimately resolved.