Former Employee Sues Flock Safety Over Discrimination
Megan Deterling claims she faced gender-based discrimination and retaliation before being fired.
Updated on Oct. 20, 2026 in Women’s Issues
Megan Deterling has filed a federal lawsuit against Flock Safety, alleging sexual discrimination and workplace retaliation. The former employee claims she was marginalized and eventually terminated after reporting internal complaints.
Why it matters
The case highlights concerns regarding workplace culture and legal protections against gender discrimination in the tech industry. It underscores the challenges employees face when challenging internal HR determinations.
Megan Deterling served at the company for approximately 18 months before her termination in July 2025. The lawsuit follows an internal human resources investigation that ultimately concluded no harassment or discrimination occurred.
The players
Megan Deterling
She is a former employee of Flock Safety who has initiated litigation against the firm.
Flock Safety
The company is a technology firm that produces security cameras and has pledged to defend itself against the recent lawsuit.
The details
Deterling alleges that she was assigned lower-quality accounts compared to her male colleagues and that management ridiculed her during team meetings. She further contends that the company attempted to force her resignation by reassigning her to client accounts located outside of her home state.
Timeline
Megan Deterling joined Flock Safety in January 2024.
Deterling filed internal human resources complaints in January 2025.
The company terminated Deterling in July 2025.
The federal lawsuit was filed in October 2026.
Culture Shift
This litigation highlights the ongoing tension between internal corporate investigations and federal employment protections. It mirrors a broader societal trend where employees increasingly utilize the judicial system to contest internal human resources findings.
This case may draw increased scrutiny toward local corporate employment practices and internal grievance procedures. Residents of Austin may see further developments as the legal process unfolds in federal court.
The takeaway
Employees should maintain detailed documentation of workplace interactions to support potential future claims. Companies continue to face pressure to demonstrate that internal investigations are both thorough and impartial.
Further reading
For more on evolving legal standards in the workplace, visit our Women’s Issues page.
