A recent federal court filing outlines claims that a healthcare employer failed to provide reasonable accommodations for an employee’s disability and did not pay guaranteed compensation after terminating her employment. The complaint was filed by Dr. Sharisse Stephenson in the United States District Court for the Northern District of Texas on March 12, 2026, naming Bon Secours Medical Group Hampton Roads Specialty Care LLC as the defendant.
According to the complaint, Dr. Stephenson is a board-certified neurologist residing in Dallas, Texas. She alleges that Bon Secours Medical Group Hampton Roads Specialty Care LLC recruited and employed her while she was living in Texas and directed employment-related actions toward her there. The filing states that Dr. Stephenson entered into a written employment agreement with the defendant, which included a guaranteed base draw for two years ending November 4, 2026.
The dispute centers on events beginning in May 2025 when Dr. Stephenson requested reasonable accommodations due to a medically documented impairment that she says substantially limits one or more major life activities under federal law. She provided supporting medical documentation and formally notified her employer in writing that she believed its actions violated her rights under the Americans with Disabilities Act (ADA). The complaint reports that Dr. Stephenson requested three specific accommodations: assignment to a clinic environment suitable for her medical condition, a 30-minute uninterrupted lunch period, and authorization to conduct telemedicine visits during administrative blocks so she could complete required patient documentation without extending staff hours.
Dr. Stephenson asserts that these requests would not have reduced her workload or clinical responsibilities but would have allowed her to maintain productivity expectations while managing her health needs. However, according to the filing, “Defendant did not engage in a meaningful interactive process to evaluate these requests.” Instead of discussing alternatives or engaging further with Dr. Stephenson about possible accommodations, “Defendant placed Plaintiff on unpaid leave,” the document states.
On September 26, 2025, Bon Secours Medical Group terminated Dr. Stephenson’s employment and classified it as “for cause.” Following this action, the company allegedly accelerated repayment obligations under a promissory note and directed debt collection communications toward Dr. Stephenson in Texas. She claims that despite being promised guaranteed base compensation through November 4, 2026 under her employment agreement, “Defendant has not paid the remaining guaranteed base compensation owed under the Employment Agreement.” The complaint includes as an exhibit what is described as a true and correct copy of the relevant employment agreement.
The legal arguments presented by Dr. Stephenson include three counts: ADA retaliation (42 U.S.C. § 12203), ADA failure to accommodate (42 U.S.C. § 12112), and breach of contract regarding guaranteed base compensation. In support of her retaliation claim, she states: “Plaintiff engaged in protected activity by requesting reasonable accommodation and by formally asserting her ADA rights,” followed by adverse actions such as unpaid leave and termination occurring soon after those activities.
For failure to accommodate under the ADA, Dr. Stephenson alleges she is qualified within the meaning of federal law and provided appropriate medical documentation but was denied reasonable accommodation when placed on unpaid leave rather than being given adjustments at work.
Regarding breach of contract, she claims that although her agreement specified two years of guaranteed base pay regardless of early termination—”2 years guarantee, end date 11/4/2026″—the defendant failed to pay out this amount after ending her employment before this date.
Dr. Stephenson reports having timely filed a Charge of Discrimination with the Equal Employment Opportunity Commission (EEOC), alleging disability discrimination and retaliation related to these events (Charge No. 437-2025-01749). She received a Notice of Right to Sue dated January 26, 2026 from the EEOC and filed this lawsuit within ninety days as required by law.
In terms of relief sought from the court, Dr. Stephenson asks for back pay and front pay; compensatory damages; contract damages for unpaid guaranteed base compensation; attorney’s fees and costs pursuant to the ADA; as well as any other relief deemed just by the court.
The complaint notes that discovery is ongoing in another related federal case involving overlapping factual issues about disability leave timelines (Stephenson v. Sun Life Assurance Co., No. 3:25-cv-01734-L-BN) also pending in this district.
Dr. Sharisse Stephenson is representing herself pro se at this stage but indicates active communication with specialized legal counsel for future representation if needed.
No attorney names are listed at present since Dr. Stephenson is proceeding pro se; no judge name appears explicitly in this document excerpt; case ID is Civil Action No.: 3:26-cv-00799-B.
Source: 326cv00799_Dr_Sharisse_v_Bon_Secours_Complaint_Northern_District_of_Texas.pdf
