A former employee has taken legal action against a corporation and its executive, alleging significant violations of employment laws. Marissa Ovassapian filed a complaint in the United States District Court for the Northern District of Illinois on March 20, 2025, against Monk Fruit Corp. and its Vice-President of Sales and Marketing, Paul Paslaski. The lawsuit highlights claims of gender-based pay discrimination, religious discrimination, retaliation, and wrongful termination.
Marissa Ovassapian's journey with Monk Fruit Corp., which began in 2018 as an Operations Manager, took a distressing turn when she faced discriminatory practices that culminated in her termination on December 5, 2024. According to the complaint, Ovassapian alleges that she was subjected to unequal pay compared to her male counterparts who performed similar roles. "Male employees doing substantially similar work were paid a higher salary," the complaint states. Furthermore, female employees like Ovassapian faced increased scrutiny and criticism when raising concerns about management support or holiday schedules—issues that their male colleagues could discuss without repercussions.
The lawsuit also accuses Paul Paslaski of fostering a hostile work environment based on religious beliefs. It is alleged that Paslaski maintained a strictly Christian workplace atmosphere and removed cultural items he deemed inappropriate. He reportedly accused Ovassapian of not being sufficiently devout in her faith compared to other "devout Christians" at the company. This religious bias added another layer to the already strained working conditions for Ovassapian.
In addition to these allegations, Ovassapian claims she was wrongfully terminated in retaliation for voicing concerns about her compensation and workplace treatment. She asserts that Monk Fruit Corp., through Paslaski, failed to provide her with a final paycheck and an earned annual bonus amounting to $15,000 for her performance in 2024. The complaint details how these actions violated several laws including the Equal Pay Act, Illinois Human Rights Act, Illinois Wage Payment and Collection Act (IWPCA), and others.
Ovassapian seeks judgment from the court for back pay, compensatory damages for losses incurred due to underpayment until judgment is rendered, front pay into the future, liquidated damages, reasonable attorneys' fees, costs of action including pre-judgment and post-judgment interest as well as punitive damages where applicable. She also requests reinstatement with seniority status intact or sufficient funds to compensate for losses if reinstatement is not feasible.
Representing Marissa Ovassapian is attorney Ethan E. White from Emery Law Ltd., located in Oak Brook, Illinois. The case has been assigned Case No. 25-cv-02953 with jurisdiction under Judge TBD at the United States District Court for the Northern District of Illinois.