Former director sues McDonald’s, says supervisor called himself ‘anti-ADA’

What happened next is the centre of the lawsuit. According to the complaint, Pace’s supervisor, James Green, Sr. Director of Global Technology, told McDonald’s ADA team that the role was “vendor-facing” and required in-person travel. Pace alleges Green said he was “anti-ADA” and that “once employees go ADA, you can’t fire them.” 

The filing alleges that on July 11, 2025, Green added vendor management duties to Pace’s role and, together with HR, introduced a new requirement of two weeks onsite for every ten weeks of work – a condition his doctor had restricted. The complaint calls this a “bait and switch” in the interactive accommodation process. 

The filing also alleges Green produced a negative written mid-year review on August 15, 2025 that contradicted a positive verbal review delivered five weeks earlier. Pace’s last annual review, in March 2025, was “Exceeds Expectations.” 

Pace escalated to HR and the company’s Workplace Investigation Team on August 16, 2025. The investigation, according to the filing, was overseen by HR Lead Lane Fraley, who had previously worked with Green at Walgreens. Pace alleges that prior relationship was never disclosed and compromised the inquiry’s independence. McDonald’s placed him on involuntary paid investigatory leave on August 20, 2025. 

On September 19, 2025, Pace filed a complaint with the City of Chicago Commission on Human Relations. On October 14, 2025, McDonald’s granted his full accommodation, including travel restrictions. Three weeks later, on November 4, 2025, the company fired him. According to the filing, Green cited alleged poor performance, refusal to meet, and a purported confidentiality breach at the termination meeting. The complaint alleges the timing forfeited Pace’s 2025 bonus and unvested equity, both scheduled to pay out in 2026.