A former employee of a prominent hotel in Illinois has filed a lawsuit alleging severe workplace discrimination and harassment. Onyinye Nnabuogor initiated legal action against CH Illinois, LLC, doing business as The Ivy Hotel, on October 16, 2024, in the United States District Court for the Northern District of Illinois. The complaint accuses the hotel of violating Title VII of the Civil Rights Act and the Americans with Disabilities Act by subjecting Nnabuogor to sexual harassment, discrimination based on sex and disability, and retaliation for engaging in protected activities.
The lawsuit details Nnabuogor's employment at The Ivy Hotel from April 2019 until August 17, 2024. During this period, Nnabuogor claims to have faced discriminatory treatment compared to colleagues outside their protected class. As a transgender individual identifying with he/him pronouns but born female, Nnabuogor alleges being subjected to a hostile work environment since at least 2022. In one instance recounted in the filing, Nnabuogor had to assert their gender identity to receive appropriate work attire after being pressured by management to wear female uniforms.
The situation reportedly worsened under new management in 2024 when General Manager Tim allegedly misgendered Nnabuogor and expressed dissatisfaction with their modified work schedule necessary due to military service commitments. Further allegations include Tim's removal of chairs from the front desk despite knowing about Nnabuogor's physical impairment related to military service—a move perceived as punitive given their disability.
Nnabuogor contends that these actions culminated in wrongful termination on August 17, 2024. The reasons cited for dismissal—such as issues with scheduling accommodations for military duties and minor infractions like eating at the desk—are viewed by Nnabuogor as pretexts masking underlying discriminatory motives tied to sex, sexual orientation, disability status, and military affiliation.
The plaintiff seeks redress through various forms of relief including back pay with interest, compensatory damages for emotional distress, punitive damages for willful misconduct by the defendant, and injunctive measures ensuring non-recurrence of such discriminatory practices. Additionally, they request coverage of attorney fees incurred during litigation.
Representing Onyinye Nnabuogor is Chad W. Eisenback from Sulaiman Law Group Ltd., while details regarding defense counsel remain unspecified in this initial filing. The case is presided over by judges yet unnamed under Case ID: 1:24-cv-10430.