Pharmacist Sued Cardinal Health After Termination
A former nuclear pharmacist alleges discrimination and wrongful termination in a lawsuit filed in New Orleans.
Updated on Oct. 9, 2026 in Human Resources
Dr. Zeta L. Hayes-Gabriel filed a lawsuit against Cardinal Health on July 14, 2025, alleging the company engaged in discrimination based on race, sex, and age. The former nuclear pharmacist claims she was wrongfully terminated while on protected FMLA leave.
Why it matters
The litigation highlights critical disputes over employment rights and protected leave policies. It centers on the plaintiff's claim that her firing was motivated by discriminatory bias rather than performance issues.
The legal complaint spans nine pages and details a 35-year career in nuclear pharmacy. The plaintiff seeks recovery for back pay, front pay, and attorney's fees.
The players
Dr. Zeta L. Hayes-Gabriel
She is the plaintiff in the lawsuit and a nuclear pharmacist with 35 years of experience.
Cardinal Health
This is a multinational healthcare services company that is the defendant in the discrimination case.
The details
Dr. Hayes-Gabriel alleges that a final written warning issued on December 12, 2024, regarding alleged harassment was processed without her response. She asserts that her eventual termination was executed via a phone call from her supervisor without a stated reason.
Timeline
December 12, 2024: Plaintiff received a final written warning.
July 14, 2025: Plaintiff was terminated from her position.
Market Landscape
This case follows broader trends regarding corporate compliance with the Family and Medical Leave Act. It positions the firm against legal challenges regarding internal personnel management and potential bias in the pharmaceutical workplace.
The case emphasizes the importance of understanding specific workplace leave protections and documentation procedures. Employees should remain aware of their rights when navigating leave under federal statutes.
The takeaway
Maintaining meticulous documentation during disputes can be vital for both employers and employees to protect their respective interests. This case serves as a reminder to verify that all disciplinary actions and communications are clearly recorded and justified.
Further reading
Learn more about workplace disputes and professional standards in the Human Resources section.
Source note: This article includes information reported by Legal Newsline.
