A former employee has filed a lawsuit against a major medical institution, alleging severe workplace discrimination and harassment. Theatrice Lancaster filed the complaint in the United States District Court for the Northern District of Illinois on August 16, 2024, accusing the University of Chicago Medical Center of multiple violations under federal law.
According to the court documents, Lancaster claims that she was subjected to disability-based discrimination and harassment under the Americans with Disabilities Act (ADA) and sex-based discrimination and harassment under Title VII of the Civil Rights Act of 1964. Lancaster, who suffers from Major Depressive Disorder, alleges that her employer failed to accommodate her disability and retaliated against her for reporting discriminatory practices. The plaintiff's ordeal began in June 2023 when a colleague made inappropriate sexual advances towards her. Despite reporting this incident to her manager, LaShawn Bradley, no action was taken. "Are you unable to do your job because of what happened?" Bradley allegedly responded dismissively.
Lancaster's mental health deteriorated due to these hostile work conditions, leading her to take FMLA leave in April 2024. Upon returning briefly in June 2024, she discovered that Bradley had been discussing her medical condition with coworkers and hinting at her termination. This breach of confidentiality prompted Lancaster to file a formal complaint with Human Resources (HR), but again, no remedial measures were taken. Her request for a shift change to accommodate therapy sessions was initially approved but later rescinded upon her return from leave—a move she believes was retaliatory.
The situation escalated when Lancaster was placed next to the same colleague who had sexually harassed her. Despite repeated complaints and requests for reassignment, no action was taken by HR or management. A Zoom meeting held on June 25, 2024, with Bradley and another manager ended without any resolution; instead, Bradley dismissed her concerns about sexual harassment outright: "That's not an issue. You can't use that."
Lancaster's final attempt to address these issues occurred during a meeting with HR on July 8, 2024. It became evident that HR had never been informed about the sexual harassment incident despite Lancaster’s earlier reports—further proof of managerial negligence. By July 19, 2024, Lancaster felt compelled to submit her resignation due to the unaddressed discrimination and hostile work environment.
In her lawsuit, Lancaster seeks back pay with interest, front pay, loss of benefits, compensatory and punitive damages as well as reasonable attorneys' fees and costs. She also demands pre-judgment interest if applicable and any other relief deemed just by the court.
Representing Lancaster is Alexander J. Taylor from Sulaiman Law Group Ltd., while Judge Amrith Kaur Aakre presides over Case No.: 1:24-cv-07381.