Veteran accuses CarMax of firing him mid-process over leave paperwork

When he emailed to ask why, the administrator replied on December 22, according to the filing, that “The termination was processed prior to documentation being received,” that the later paperwork was “insufficient in supporting ongoing leave,” and that “the termination cannot be overturned.” 

Roman’s case leans hard on timing. He says he submitted an ADA accommodation request as protected activity, then was fired “within less than one month of that request.” The complaint calls the company’s documentation rationale “pretextual,” noting that he had filed paperwork before his leave lapsed, flagged his doctor’s omission, asked for an extension, and later sent in the completed form. 

He pleads seven counts: disability discrimination, failure to accommodate, and retaliation under the Americans with Disabilities Act; interference and retaliation under the Family and Medical Leave Act; disability discrimination under the Virginia Human Rights Act; and wrongful termination in violation of Virginia public policy. He first cleared the administrative steps, filing an EEOC charge and receiving a Right to Sue notice he says he got on March 7, 2026. 

The complaint also references earlier allegations of racial discrimination, including a 2020 report Roman says he made to a company HR hotline that drew no follow-up, and a 2021 EEOC charge. Those sit as background; the seven counts center on disability, leave, and retaliation. 

For HR leaders, the takeaway lands at the handoffs. The complaint describes requests that allegedly went unanswered, deadlines that tightened by the day, an accommodation withdrawn while the employee says he was still in active contact, and – per the filing – a termination decided before the medical records were read. It also alleges Roman got no warning his job was on the line.