Michael Lazin was employed by Omega Systems as an Information Security Engineer from October 18, 2021, until his termination on January 26, 2024. His lawyer, Ari R. Karpf of Karpf, Karpf & Cerutti, P.C., asserts that Lazin faced harassment and discriminatory treatment from his supervisor Rick Mutzel during his employment.
The plaintiff suffers from Multiple Myeloma, a type of cancer, and suffers from bone pain, nausea, constipation and fatigue and was undergoing ongoing treatment for the cancer.
From April 2023 to June 2023, Mr. Lazin took FMLA leave as he underwent surgery for his disease. From July through December 2023 the plaintiff was open and transparent with the HR department and Mr. Mutzel, his supervisor, about his status and condition. He sometimes needed extra time off for doctors appointments or chemo treatments. These would leave him weak and sometimes disorientated.
Mr. Lazin began to notice condescending treatment and communications, harassment and other verbal abuse from Mr. Mutzel during the second half of the year 2023. He lodged a complaint with the HR department asking to be treated fairly and professionally.
On January 26th, 2024 received a letter from the human resources department stating that he was terminated based on his performance. During his 2 years of employment had never been disciplined in any manor and had stopped a serious ransomware attack while undergoing treatment.
The plaintiff was also offered a severance package but only if he released all legal claims against the defendant for wrongful discharge. Mr. Lazin contends that this is evidence of discrimination and retaliation as well.
The plaintiff has filed a lawsuit against Omega Systems Consultants, LLC, in the United States District Court for the Eastern District of Pennsylvania. The case, identified as 5:24-cv-01908-JLS and filed on May 6, 2024, involves allegations of wrongful termination under the Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), Age Discrimination in Employment Act (ADEA), and the Pennsylvania Human Relations Act (PHRA).
The plaintiff is seeking compensation for lost wages and benefits, punitive damages for emotional distress, pain and suffering, legal fees, and other equitable relief.