Search Site

Hospital Employee Awarded $4.5 Million After Reporting Discrimination, Retaliation

A hospital employee who filed a lawsuit alleging age and disability discrimination and employer retaliation was awarded $4.45 million. He filed the suit against his former employer, Grinnell Regional Medical Center, and the award included $220,009 in back pay, $2 million in emotional distress damages and $2.28 million for future emotional distress damages.

According to the evidence presented in the case, the plaintiff had been a long-term employee of the Medical Center who was promoted to lab director in 1985. He regularly received positive performance reviews and pay raises during his employment. In late 2013, he was diagnosed with breast cancer and took some time off from work to receive treatment, returning to his position in March 2014 on a part-time basis.

In June 2014, administrators at the hospital asked the plaintiff to retire, claiming the hospital needed someone in the position who could work full time. The man asked to keep working, writing in an email that his work was helping him to keep his mind off his cancer. Doctors expected him to make a full recovery by the end of 2014, at which time he would be able to resume full-time work. The hospital ultimately suspended him until he was able to return full-time in October 2014. He then worked in his position until June 2015, when he was fired.

The hospital claimed it fired the plaintiff because he did not adequately manage the lab and its employees. However, the plaintiff alleged he was fired because of his age (63), his disability and his protected activity. The jury sided with the plaintiff, finding the hospital violated Iowa state laws against discrimination and retaliation.

Retaliation prohibited by federal government

Employers are strongly prohibited by the federal government from retaliating against employees who blow the whistle about internal wrongdoing. There are many protections in place for whistleblowers, including anti-retaliation measures and various systems by which whistleblowers can get their jobs back and/or recover a significant amount of money.

For more information about the best steps for you to take after you have become a victim of employer retaliation, contact a skilled Dallas lawyer today at Whistleblower Law for Managers.

Awards & Honors
Our Office
  • Dallas Office
    4514 Cole Ave
    Dallas, Texas 75205
    Phone: 214-306-8045
    Fax: 469-729-9926
As Seen In
In his new book, "Standing Up to China: How a Whistleblower Risked Everything for His Country," former client & Author, Ashley Yablon, quotes Attorney Steve Kardell about Whistelblower Law.
  • "Steve Kardell was terrific in representing me in some very adversarial discussions with Citigroup and also later represented me in my testimony before the Financial Crisis Inquiry Commission."  -Richard Bowen, Citigroup Whistleblower

  • "Incredible knowledge of employee related concerns and equally brilliant knowledge of health care regulations, standards of practice. I would recommend this firm to anyone."  -V.B.

  • "Reaching out to Steve Kardell was the best decision I made. His ability to provide immediate insight and direction was very powerful, and a huge relief during a very stressful time period. For anyone struggling with a whistleblower situation, I would highly recommend at least speaking with Steve. After a 10 minute call with him, I had a better understanding of what I was dealing with. Even better, he gave me some immediate hope. In the end Steve did a better job than I thought was possible. Steve was able to get in contact with people in my organization, that I didn’t have access to. Because of his years of experience, he already has contacts in many organizations in Dallas. The entire situation was handled peacefully. I was impressed by his ability to “keep the peace”–rather than creating a battle with the organization. The reason I didn’t reach out to a lawyer initially, was because I thought it would mean an immediate end to any hope of a positive relationship with the company. Steve was able to address my concerns, and in the end I was able to continue to work for them."  -KS

  • "Never thought my career would end like it did after 30 years of service. I was part of the first round of the so called reduction of force. I asked myself how can I be part of this with 30 years of seniority. How did they pick these 90 plus employees? Now, the culture of this organization made you question every decision they made. It wasn’t what you knew it’s was a culture of who you know. Nonetheless, I did not accept their severance package. I immediately starting looking for an attorney who would take on my case. After the initial call to Steve I had hope again. He was open and honest about everything and reassured me he would do his best for me, and he did. I had an awesome outcome. Thanks Steve you’re the best."  -S.S.