Seth R. Eisman has filed a civil action complaint against PrimePay, LLC, alleging violations of the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and the Pennsylvania Human Relations Act (PHRA). The complaint was filed on May 20, 2024, in the United States District Court for the Eastern District of Pennsylvania.
Eisman, a 56-year-old former Senior Vice President of Sales at PrimePay, claims he was wrongfully terminated due to his age and disabilities. He asserts that his termination came shortly after disclosing his need for medical leave to address severe back and neck issues. Eisman had been employed by PrimePay since September 25, 2023, and was terminated on April 11, 2024. He alleges that his dismissal followed an announcement by PrimePay about hiring a new Chief Revenue Officer, Reagan Evans, who subsequently became one of his supervisors.
In his complaint, Eisman details a conversation with Jamie Press, Senior Vice President of Human Resources at PrimePay, on April 1, 2024. During this discussion, Eisman informed Press about his upcoming surgery scheduled for May 14, 2024. Despite being assured that his medical leave would be accommodated under ADA guidelines even though he did not qualify for Family and Medical Leave Act (FMLA) leave due to insufficient tenure at the company, Eisman noticed a marked change in management's behavior towards him following this disclosure.
Eisman recounts that prior to April 1st meeting with Press; he had received praise for his performance and had no disciplinary actions against him. However, post-disclosure of his health issues and accommodation needs; he experienced reduced communication from management and ultimately faced abrupt termination without specific reasons other than vague references to "cultural fit" issues.
The plaintiff argues that these actions constitute discrimination based on disability and age as well as retaliation for requesting reasonable accommodations under ADA provisions. He highlights that offering severance conditioned upon waiving discrimination claims further indicates pretextual motives behind his termination.
Eisman seeks compensatory damages including back pay; front pay; lost benefits such as bonuses; stock entitlements; retirement income along with punitive damages aimed at deterring similar conduct by employers in future cases. Additionally; he requests coverage for legal costs incurred during litigation process alongside emotional distress compensation arising from alleged wrongful termination.
Representing Seth R. Eisman is attorney Ari R. Karpf from Karpf; Karpf & Cerutti P.C., while Judge John Milton Younge presides over case number 2:24-cv-02145-JMY.