A former Atlantic City casino executive who had been in the gaming industry for over three decades filed a wrongful termination lawsuit this month against the Ocean Casino Resort, Luxor Capital Group and two individuals reportedly involved in her termination. She alleges that she was fired in January after she raised objections more than once about discrepancies that were allowed to stand in the minutes of an audit committee meeting held last year. The plaintiff had been a senior vice president and general counsel for the resort.
The minutes of the meeting were relayed to the New Jersey Division of Gaming Enforcement (NJDGE), which regulates the state’s casinos. The discrepancies in the meeting that the plaintiff reported involved a new director of surveillance at the casino.
According to the lawsuit, there was some uncertainty over whether he was hired on a temporary or permanent basis. The company would likely have less liability if the employee, who allegedly had some performance issues, was categorized as a temporary employee.
According to the lawsuit, the plaintiff’s gender played a role in her termination. According to the lawsuit, when she was fired, she was told that she should have raised her concerns in a “softer” manner and spoken “less harshly.”
The plaintiff is asking for restitution and back pay. She’s also seeking punitive and other damages. Her attorney says that she “has suffered not only economic and emotional harm but harm to her professional reputation in a small industry.”
In a statement, the plaintiff said, “Because of the unjust and inappropriate decisions of these Luxor Group officials, my career and excellent reputation have been severely harmed. This has been a profoundly distressing and hurtful experience — particularly given that they acted quickly to replace me with a male attorney with less experience.”
Terminations can be cloaked in all kinds of reasons that may seem legal. However, if you believe that you were fired or otherwise penalized for reporting wrongdoing or errors in your workplace, it’s wise to seek the guidance of an experienced attorney.