Court Allowed Aramark Sex Discrimination Suit to Proceed
A federal judge ruled that an Aramark worker may pursue claims of discrimination and retaliation after three firings.
Updated on Sept. 22, 2026 in Human Resources
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The US District Court for the District of Columbia has permitted a former Aramark worker at Georgetown University to move forward with a lawsuit alleging sex discrimination and retaliation. The court issued the ruling on September 21, 2026, following the employee's claims regarding workplace treatment and repeated terminations.
Why it matters
This case highlights the legal scrutiny surrounding internal employment practices and the potential for disparate treatment claims when disciplinary actions are applied inconsistently. The decision emphasizes the importance of uniform enforcement of company policies to avoid allegations of bias.
The employer reportedly delayed the worker's reinstatement by two weeks following a leave of absence and reassigned him from a barista to a lower-paying cashier position. The worker endured three separate firings during his tenure at the university site.
The players
Aramark
Aramark is a global provider of food, facilities, and uniform services to various institutions including universities.
Georgetown University
Georgetown University is a private research university located in Washington, D.C.
UNITE HERE Local 23
UNITE HERE Local 23 is a labor union representing service workers in the Washington, D.C. area.
The details
The litigation moved forward after the court identified evidence that a female coworker was not terminated despite a similar uniform policy violation. While the case against Aramark will proceed, the judge dismissed all claims against Georgetown University and most claims against UNITE HERE Local 23.
Timeline
The worker began his employment at the Georgetown location in August 2023.
The employer delayed the worker's FMLA reinstatement in the spring of 2024.
The US District Court for the District of Columbia issued the ruling on September 21, 2026.
Market Landscape
This case follows a pattern of legal disputes involving the Family and Medical Leave Act, which provides specific protections for employees returning from medical leave. The ruling clarifies the liability boundaries between third-party service contractors like Aramark and the university clients they serve.
Employees should be aware that their rights to reinstatement after leave are legally protected and subject to judicial review if violated. This ruling serves as a reminder to workers that they have legal avenues to contest workplace retaliation and discriminatory disciplinary practices.
The takeaway
Workers should document any instances of inconsistent policy enforcement to support potential future claims. Consistent communication with HR and legal counsel remains the best defense against retaliatory actions in the workplace.
Further reading
For more on workplace legal standards, visit Human Resources.
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