Bank of America Faces Discrimination Lawsuit in NC
The suit highlights potential risks when enforcing office attendance policies for employees seeking caregiving leave.
Updated on Oct. 26, 2026 in Human Resources
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Former Bank of America senior vice president Robert Zullo has filed a lawsuit alleging age and race discrimination at the firm. The complaint claims the company denied his request for caregiving leave and effectively forced his resignation.
Why it matters
This case highlights the growing friction between corporate return-to-office mandates and employee requests for caregiving flexibility. Operators should note how these disputes can transition from internal personnel issues into formal litigation.
The lawsuit was filed in federal court concerning a former senior vice president in the compliance and operational risk department. The filing follows a denied request for an accommodation to in-office requirements.
The players
Bank of America
A global financial services institution headquartered in North Carolina that employs a large, diverse workforce.
Robert Zullo
A former senior vice president in the company's compliance and operational risk department.
The details
The litigation alleges that Bank of America failed to grant caregiving leave for the executive's mother, leading to his eventual departure. The former employee, who was 54 at the time, asserts that these actions represent age and race-based discrimination. The core of the dispute centers on the intersection of mandatory office attendance policies and individual employee requests for flexible scheduling.
Timeline
Mid-2024: Zullo requested an accommodation to in-office requirements.
October 23, 2026: The complaint was filed in US District Court.
Market Landscape
This lawsuit follows the pattern of civil suits testing how corporate attendance policies interact with established protected leave expectations. It adds to the ongoing trend of high-level personnel disputes reaching the federal docket.
Business owners should review their own caregiving leave policies to ensure they are applied consistently across all departments. Documenting the business necessity behind in-office requirements is a key safeguard for HR and operational teams.
The takeaway
Management should recognize that inflexible responses to caregiving needs present significant litigation risks. Track the outcome of this case for insight into how federal courts weigh internal flexibility requests against standardized office policies.
Further reading
For broader trends regarding staff retention and policy compliance, see Human Resources.
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