In a compelling legal battle, a former employee has filed a lawsuit against his employer and union, alleging discriminatory practices that led to his wrongful termination. John Young III, through his attorney Bradley G. Olson Jr., filed the complaint in the District Court for the Western District of Pennsylvania on August 9, 2024, targeting Styropek USA, Inc., and United Steelworkers District 10 Local 14693.
The case centers around allegations of racial discrimination, age discrimination, and disability discrimination under Title VII of the Civil Rights Act of 1964, the Age Discrimination Act of 1967, and the Americans with Disabilities Act of 1990. Young claims that after contracting COVID-19 in July 2020 and suffering vision loss as a result, he was placed on administrative leave by Styropek. Despite being cleared to return to work without restrictions by his ophthalmologist in July 2022, Styropek refused to reinstate him. This refusal led Young to apply for long-term disability benefits and file a grievance through his union.
Young alleges that both Styropek and the union conspired against him by canceling an arbitration hearing scheduled for June 7, 2023, without his consent or knowledge. Instead of advocating for him, the union accepted a settlement proposal from Styropek that required Young to undergo another medical evaluation by a third-party eye doctor. This evaluation deemed him unfit for work due to potential safety risks associated with his vision loss. Consequently, Young was terminated from his position effective August 13, 2023.
Young asserts that Styropek's actions were racially motivated and violated federal laws prohibiting employment discrimination based on race and age. He points out that non-African American employees with similar disabilities were allowed to continue working without restrictions. Additionally, he claims that Styropek failed to provide reasonable accommodations for his disability as required by law.
The lawsuit also accuses the union of breaching its duty of fair representation by acting in bad faith throughout the grievance process. Young contends that the union's actions were racially motivated and included failing to timely institute grievance procedures and entering into an unfair settlement agreement without his consent.
Young seeks various forms of relief from the court including actual damages for lost wages and benefits resulting from his suspension and termination; compensatory damages for race discrimination; retaliatory discharge; wrongful termination; hostile work environment; costs; reasonable attorney fees; and any other appropriate relief deemed necessary by the court.
Representing John Young III is attorney Bradley G. Olson Jr.
The case is presided over by Judge RJC with Case ID: 2:24-cv-01144-RJC.