Sophia Anderson has filed a lawsuit against her former employer, alleging workplace discrimination and retaliation that culminated in her wrongful termination. The complaint was lodged on July 30, 2024, in the United States District Court for the Middle District of Florida, Orlando Division, against Abbott Rapid DX North America, LLC. Anderson claims her dismissal was due to discriminatory practices related to her medical conditions.
The case centers around allegations of violations under several laws: the Family and Medical Leave Act (FMLA), the Florida Civil Rights Act (FCRA), and the Americans with Disabilities Act Amendments Act (ADAAA). Anderson asserts that during her employment from September 29, 2020, until February 6, 2023, she faced discrimination due to her medical conditions including back pain, anxiety, and severe migraines. Despite providing medical documentation and requesting reasonable accommodations—such as an ergonomic workspace and a dark room for migraine relief—Anderson's requests were either inadequately addressed or outright denied by Abbott Rapid DX North America.
In a particularly distressing incident in February 2022, Anderson suffered a stroke while discussing her accommodation needs with Human Resources. Her neurologist had recommended working in a dark room to alleviate migraines—a common accommodation—but this request was not granted. Following back surgery in November 2022 and subsequent recovery leave until January 5, 2023, Anderson returned to work only to find herself facing increased severity of migraines. On February 1, 2023, she sought emergency treatment for these migraines and was placed on leave until February 6. Upon returning from this leave, she was terminated for "excessive absences," despite having complied with all documentation requests from her employer.
Anderson's complaint accuses Abbott Rapid DX North America of acting with malice and reckless disregard for her federally protected rights. She argues that the company’s actions constituted unlawful interference with her FMLA rights and retaliatory conduct following her attempts to secure necessary accommodations under ADAAA guidelines. The lawsuit seeks various forms of relief including back pay, compensatory damages for emotional distress and suffering, punitive damages, injunctive relief to prevent further discrimination by the defendant company, as well as attorney fees.
Represented by Gregory R. Schmitz of Morgan & Morgan P.A., Anderson is pursuing justice through this legal action which has been assigned Case No.: 1:25-cv-02804 before the court.