A recently filed federal lawsuit alleges that an employee was subjected to discrimination and retaliation after requesting accommodations for his disability and inquiring about medical leave. The complaint was submitted by Anthony Pineda in the United States District Court for the Southern District of Texas on March 13, 2026, naming The Varnett Schools Inc. as the defendant.
According to court documents, Pineda began working at The Varnett Schools Inc. on or around April 22, 2024, serving as Executive Director of Safety and Operations. He claims he possessed all necessary qualifications for his position. Pineda identifies as an openly gay male and is a member of the LGBTQ+ community. He also states that he has a physical disability related to his spine which affects major life activities such as standing for long periods, walking, running, and carrying more than twenty pounds.
The complaint outlines several incidents during Pineda’s employment involving his supervisor, Nita White, who served as superintendent at the time. Pineda alleges that White was “rude to him, dismissive,” and made negative comments about his sexual orientation and back issues. He further claims that White disciplined him whenever he attended doctor’s appointments related to his disabilities; one example cited is a written reprimand following a medical visit for “failing to communicate.”
Pineda also describes what he characterizes as a broader pattern regarding employee leave requests at the organization. According to the filing: “White made it her mission to get rid of that employee and make up an excuse to fire that employee because FMLA leave and leave as an ADA accommodation was an inconvenience to her.” He references another staff member who allegedly faced similar scrutiny when taking intermittent Family Medical Leave Act (FMLA) leave.
The complaint asserts that during a meeting White stated she did not care if employees were on FMLA leave—if she called them she expected them to answer regardless of their status. After reporting White’s conduct to the board of directors and inquiring about FMLA leave himself due to his back issue (as an Americans with Disabilities Act accommodation), Pineda says he was told he was not eligible for such leave. He claims that following these actions hostility toward him increased.
On or around January 13, 2025, Pineda was terminated from his position by Nita White. At termination he was offered severance pay in exchange for releasing all potential claims regarding discrimination or wrongful termination.
Pineda reports that he filed a charge of discrimination with both the Equal Employment Opportunity Commission (EEOC) and Texas Workforce Commission Civil Rights Division on March 20, 2025. The EEOC issued a Right to Sue Letter on December 19, 2025; this lawsuit was filed within ninety days of receiving that notice.
The legal complaint sets forth four main causes of action: sex and sexual orientation discrimination under Title VII; disability discrimination under both the Americans with Disabilities Act (ADA) and Texas Commission on Human Rights Act (TCHRA); retaliation under ADA; and retaliation under FMLA.
Pineda alleges direct evidence exists of discriminatory intent by his supervisor regarding both sexual orientation and disability status: “Plaintiff would not have been terminated by Defendant… but for his sexual orientation.” He further claims that failure to accommodate his disability—including making it difficult or disciplining him when requesting time off—violates both federal law (ADA) and state law (TCHRA). Regarding retaliation claims under ADA and FMLA statutes, Pineda asserts he suffered adverse employment actions after engaging in protected activities such as requesting accommodations or inquiring about medical leave.
In terms of remedies sought from the court, Pineda requests back pay; compensatory damages; emotional distress damages; liquidated damages; punitive damages; reinstatement or front pay; taxable court costs; exemplary damages; attorney’s fees; along with any other relief deemed appropriate by the court.
The case is being handled by Connor Throckmorton of Throckmorton Law Firm PLLC in Houston. The case number is 4:26-cv-02069.
Source: 426cv02069_Anthony_Pineda_v_The_Varnett_Schools_Complaint_Southern_District_of_Texas .pdf
