A former maintenance worker has filed a lawsuit against her previous employer, alleging severe workplace discrimination and harassment. Sheryl Elliott lodged the complaint in the United States District Court for the Northern District of Illinois on March 12, 2025, targeting Winn Management Group, LLC. The allegations include sexual harassment, sex-based discrimination, and retaliation under Title VII of the Civil Rights Act of 1964, as well as disability discrimination under the Americans with Disabilities Act (ADA).
Elliott's case details a troubling narrative of workplace misconduct and negligence. Employed by Winn Management Group as a maintenance worker until December 23, 2024, Elliott claims she was subjected to derogatory treatment due to her gender identity and sexual orientation. She identifies as female and lesbian and uses she/her pronouns—a fact she made clear to her manager, Naya Willer. Despite this, Willer allegedly referred to Elliott using male pronouns in text messages laden with laughing emojis, dismissing her gender identity.
The situation escalated when Elliott reported these incidents to her direct manager, Terrel Terrace, who advised her to contact Human Resources (HR). After filing a formal complaint on November 29, 2024, Elliott experienced increased hostility from management rather than support or resolution. This environment culminated in her termination on December 23, purportedly for "stealing hours"—a claim Elliott argues is unfounded and discriminatory.
Elliott also highlights her struggle with Lupus—a condition that affects major life activities such as walking and standing—and alleges that Winn Management failed to accommodate her disability adequately. Despite prior arrangements allowing flexible clock-in times to manage physical discomforts related to Lupus being approved by Terrace, these accommodations were ignored post-complaint.
In seeking justice through the court system, Elliott accuses Winn Management Group of violating multiple federal statutes: Title VII for sexual harassment and sex-based discrimination; ADA for disability-based discrimination; failure to accommodate; and retaliation for reporting these issues. Her legal action seeks various forms of relief including back pay with interest, compensatory damages for emotional distress, punitive damages against the company’s willful misconducts, injunctive relief preventing further violations by the defendant company along with attorney fees.
The case is represented by attorney Peyton M. Paschke from Sulaiman Law Group Ltd., based in Lombard Illinois. It is presided over by judges from the Northern District of Illinois under Case ID: 1:25-cv-02573.