Allegations of workplace discrimination and retaliation have been brought forward in a new federal lawsuit, raising questions about employment practices at a major trucking and logistics company. The complaint was filed by Yasmine Marrero in the United States District Court for the Northern District of Texas on March 10, 2026, naming U.S. Xpress Inc. as the defendant.
According to the filing, Marrero claims she experienced intentional discrimination based on her race (Hispanic), sex (female), and disability while employed as a Fleet Manager at the company’s Dallas location. The lawsuit asserts violations of Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), Section 1981 of Title 42 of the United States Code, and the Texas Employment Discrimination Act.
The complaint outlines that Marrero was first employed by U.S. Xpress from August 2021 until she was laid off around August 2022 during a company restructuring. She was rehired in August 2023 but alleges that during her second period of employment she faced ongoing sexual harassment, discriminatory treatment due to her chronic cluster migraines, and retaliation after reporting these issues.
Marrero states that in October 2023 she sought information from human resources regarding accommodations for her disability but did not receive adequate support or written guidance despite repeated requests. Instead, she reports being encouraged to pursue short-term disability rather than exploring other options such as leave under the Family Medical Leave Act (FMLA). The complaint notes that human resources “refused to communicate with Plaintiff in writing regarding this process.”
The lawsuit also describes several incidents involving coworkers and supervisors that Marrero characterizes as harassment or discriminatory conduct. In September 2023, a coworker allegedly made an inappropriate sexual comment during a staff discussion about CPR certification: “I would pass out just to have you put your mouth on me.” Another incident cited occurred in November 2023 when Chris Rowland reportedly responded to a request for assistance by saying in Spanish, “mis juevos son muy grande,” which translates to “my balls are very big,” while gesturing toward his crotch.
In December 2023, Rowland became Marrero’s direct supervisor following his promotion. Marrero claims he began scrutinizing her performance more closely than others without prior supervisory experience or complaints about her work from previous managers. She alleges this led to increased stress and more frequent migraine attacks.
Marrero further recounts that when she raised concerns about Rowland’s behavior with Terminal Manager Jessica Rodriguez in spring 2024, Rodriguez advised her to allow Rowland more opportunities to manage tasks for experience purposes. During a July 2024 meeting intended to address tensions between Marrero and Rowland, Rodriguez allegedly attributed problems to Marrero’s attitude and remarked that it was because she is a “feisty Latina.”
On August 30, 2024, Marrero says all team members were given an action plan for improvement; however, only she received an individual plan from Rowland later that day. She was terminated on September 3, 2024 by Rowland after submitting her action plan handwritten instead of typed—a decision communicated with “it’s not working out.” The complaint asserts that documentation submitted by U.S. Xpress for unemployment benefits falsely claimed Marrero had cursed at another coworker.
The legal filing brings multiple counts against U.S. Xpress Inc., including hostile work environment based on sex and race under both federal law (Title VII) and state law (Texas Labor Code), disparate treatment based on sex and race, retaliation for protected activity under Title VII, failure to accommodate under the ADA, and violations of Section 1981 concerning racial harassment.
Marrero seeks several forms of relief: back pay plus interest; front pay; compensatory damages covering future losses as well as emotional pain; punitive damages for alleged malicious or reckless conduct; pre- and post-judgment interest; attorneys’ fees; expert costs; mandatory training at U.S. Xpress regarding discrimination policies; continued court oversight until compliance is confirmed; and any other relief deemed appropriate by the court.
Attorneys Jay D. Ellwanger and David W. Henderson of Ellwanger Henderson LLLP represent Yasmine Marrero in this case (Civil Action No. 3:26-cv-776).
Source: 326cv00776_Yasmine_Marrero_v_US_Express_Complaint_Northern_District_of_Texas.pdf
