Pharmacist Sued Cardinal Health Over Employment Actions
A wrongful termination lawsuit highlights the risks operators face when documenting disciplinary actions and managing FMLA leave.
Updated on Oct. 9, 2026 in Human Resources
In a case filed in the U.S. District Court for the Eastern District of Louisiana, former nuclear pharmacist Dr. Zeta L. Hayes-Gabriel sued Cardinal Health for discrimination and wrongful termination. The legal action follows her July 14, 2025, termination after a 35-year tenure with the company.
Why it matters
The lawsuit underscores the operational necessity of meticulous human resources record-keeping, especially during complex disciplinary or medical leave processes. Claims of retaliatory termination during protected FMLA leave can expose businesses to significant liability for back pay and legal fees.
Dr. Zeta L. Hayes-Gabriel, a veteran of 35 years at the company, filed a nine-page legal complaint alleging discrimination. She is seeking recovery for back pay, front pay, and attorney's fees.
The players
Dr. Zeta L. Hayes-Gabriel
A former nuclear pharmacist who maintained a 35-year employment tenure.
Cardinal Health
A global distributor of pharmaceuticals and manufacturer of medical and laboratory products.
The details
The plaintiff alleges that she was issued a final written warning on December 12, 2024, for purported harassment without being permitted to provide a response. She further claims the company terminated her via a phone call on July 14, 2025, while she was on protected FMLA leave, without providing a reason. The case centers on whether the disciplinary and termination procedures followed by the employer violated federal standards for documentation and leave management.
Timeline
December 12, 2024: The plaintiff received a final written warning.
July 14, 2025: The plaintiff was terminated from her position.
Market Landscape
The lawsuit sits at the intersection of standard employment separation protocols and the strict compliance requirements mandated by the Family and Medical Leave Act (FMLA). It highlights the ongoing legal risks companies face when adverse employment actions occur during protected leave periods.
Operators must ensure that all disciplinary documentation is comprehensive and includes opportunities for employee response to mitigate claims of improper termination. Consult with legal counsel to verify that your offboarding procedures strictly align with FMLA notification and timing requirements.
The takeaway
This case serves as a reminder to maintain rigorous, two-way documentation practices when issuing warnings to long-term staff. Ensure your HR department tracks all FMLA-related communications to prevent allegations of retaliatory firing.
Further reading
For more on managing employee separations and protected leave, visit our Human Resources section.
Source note: This article includes information reported by Legal Newsline.
