Quantcast

Former Employee Alleges Discrimination Against National WWII Museum

LOUISIANA RECORD

Thursday, November 21, 2024

Former Employee Alleges Discrimination Against National WWII Museum

Federal Court
Webp 4q8nqhg8zt0fflabe03m8aljfjep

Jane Triche Milazzo, District Judge at USDC Eastern District Louisiana | https://upload.wikimedia.org/wikipedia/

A former employee of a renowned museum is taking legal action against her previous employer, alleging discrimination and wrongful termination. Marcia Ritchea filed a complaint on October 25, 2024, in the United States District Court for the Eastern District of Louisiana against The National World War II Museum, Inc.

The lawsuit stems from Ritchea's claims that her rights under Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), and the Family and Medical Leave Act (FMLA) were violated during her tenure at the museum. Ritchea began working at the museum in January 2017 and was promoted to Volunteer Manager in July 2019. Despite receiving accolades for her work, including the President’s Award for Outstanding Contributions, Ritchea faced challenges due to her mental health conditions—depression and anxiety—which she disclosed to her employer.

Ritchea alleges that after being laid off due to COVID-19 in June 2020 and rehired in March 2022, she encountered a hostile work environment under a new supervisor, Shannon Murphy. According to Ritchea, Murphy exhibited erratic behavior and made discriminatory remarks about replacing employees based on race. These issues were reported to Human Resources but allegedly went unaddressed.

In early 2023, Ritchea's father's serious illness required her frequent travel between New Orleans and Indiana. She managed these trips without missing work by swapping shifts with a colleague. However, as stress mounted from both personal and professional fronts, Ritchea sought guidance from HR regarding potential leave options but did not initially request FMLA leave.

During an April 10 meeting with HR representatives Monique Louque and Murphy, Ritchea discussed her mental health struggles and familial obligations. She was informed about FMLA leave for caregiving but was not advised on accommodations for her own health condition. Following this meeting, she was placed on unpaid status without clear communication about FMLA procedures or deadlines.

The situation escalated when Ritchea attended a mental health conference in Washington D.C., followed by another trip to Indiana. Upon returning to New Orleans amid concerns over paperwork delays from her father’s doctor, she found herself isolated from communication with Murphy as instructed by HR.

Ritchea's subsequent meetings with HR failed to address accommodations for her disability adequately. Instead of engaging in an interactive process required by law to explore reasonable accommodations for known disabilities, HR focused solely on FMLA documentation related to caregiving duties.

On May 16, despite providing medical certification of her own serious health condition requiring leave until July 2, Ritchea was terminated for "lack of trust." Her termination came shortly after submitting documentation supporting both her father's care needs and personal health requirements—a move she contends was retaliatory given prior complaints about workplace discrimination.

Ritchea seeks reinstatement or equivalent employment along with back pay; compensatory damages for emotional distress; punitive damages citing malice or reckless indifference; attorney fees; interest; and any other relief deemed just by the court.

Representing Ritchea are attorneys Anne B. Hoskins from Scandurro & Layrisson L.L.C., Jean-Paul Layrisson also from Scandurro & Layrisson L.L.C., and Renee W. Masinter from Masinter Law LLC. The case ID is 2:24-cv-02557 filed before an unnamed judge in the Eastern District of Louisiana.

More News