Worker says Federal Reserve Bank fired him after disability request

What happened next is the heart of the case. The complaint says Seifert emailed the bank’s human resources team on February 1, 2025, to again request reasonable accommodations for his disabilities before returning to work. Three days later, on February 4, he showed up and was placed on administrative leave pending an internal investigation, the filing says. On February 14, he was fired. 

The bank’s stated reason, according to the complaint, was that Seifert had used his work phone while in Mexico. The filing says he had used it there before – once around 2022 or 2023, and again in December 2024 to wish his team a Merry Christmas – and that the earlier instance drew only verbal counseling, not termination. Bank policy permitted personal use of the phone, the complaint says. 

Seifert alleges the phone explanation was “pretextual” and that the bank fired him because of his mental-health disabilities and recent disability leave. He claims the bank treated him less favorably in the discipline process than employees who had not taken disability leave or asked for accommodations, and that firing him over conduct once handled with a verbal warning was disproportionate. 

He brings four counts: disability discrimination and retaliation under the Americans with Disabilities Act, and matching claims under the Colorado Anti-Discrimination Act. He is seeking reinstatement, back pay, front pay, and economic and non-economic damages, plus attorneys’ fees. 

For HR leaders, the shape of this case is familiar. A long-tenured employee asks for accommodation. Days later, adverse action follows. The complaint leans on that timeline – three days to administrative leave, ten more to termination – to argue the firing was retaliation.