A former employee of a major automotive manufacturer has filed a federal lawsuit alleging that she was subjected to repeated sexual harassment, retaliation for reporting misconduct, disability discrimination, defamation, and wrongful termination during her tenure at one of the company’s Chicago production facilities. The complaint claims that these actions violated federal and state laws designed to protect workers from discrimination and retaliation in the workplace.
The lawsuit was filed by Ayanna A. Lynn in the United States District Court for the Northern District of Illinois on March 20, 2026, naming Ford Motor Company as the defendant. Lynn worked as a Quality Engineer at Ford’s Chicago Assembly Plant from April 2024 until her termination on September 8, 2025.
According to the filing, Lynn alleges that despite her strong performance—receiving positive feedback for training new hires and completing major projects—she was subjected to unwelcome sexual advances from multiple supervisors. The complaint states that Quality Manager Sunil Archante sent an explicit text message in December 2024 after Lynn informed him she was out sick: “I wish I can lay underneath you.” Lynn reports that she immediately brought this incident to her direct supervisor Domanique Rawls and later escalated it to Final Area Manager Tracy Carter. Both supervisors allegedly dismissed her complaints without taking corrective action.
The complaint further describes how Rawls herself began making personal and romantic advances toward Lynn starting in January 2025. Despite Lynn’s clear rejection of these overtures—including stating she was not interested in a romantic relationship—Rawls allegedly persisted with inappropriate communications and requests for personal favors. After Lynn declined these advances and refused personal requests such as watching Rawls’ child or assisting with real estate transactions outside work hours, she claims Rawls became hostile.
Lynn asserts that this hostility escalated into retaliatory actions including negative performance reviews contradicting prior praise, sabotage of her work projects during company competitions (Kaizen events), exclusion from team communications, blocking transfer opportunities within Ford based on fabricated allegations of poor performance or behavior, and ultimately suspension followed by termination. She also alleges that other managers participated in building a pretextual record justifying her dismissal.
The lawsuit highlights what it describes as a broader pattern of systemic problems at Ford’s Chicago-area plants dating back decades. It references public information about prior class action lawsuits and Equal Employment Opportunity Commission (EEOC) findings regarding widespread sexual harassment at these facilities. According to the complaint, even after a high-profile EEOC settlement in 2017—which included remedial measures such as anti-harassment training—similar incidents continued to be reported by female employees.
Lynn states that she made multiple protected complaints through various channels: directly to supervisors; via email; through human resources representatives; using Ford’s QR code reporting system; and by submitting formal written complaints with named witnesses. She alleges that instead of investigating or remedying her concerns impartially, management discouraged further reporting—for example by instructing her not to use certain complaint systems—and failed to separate her from those accused of misconduct.
In addition to sex-based harassment and retaliation claims under Title VII of the Civil Rights Act of 1964 and Section 1981, Lynn brings claims under the Americans with Disabilities Act (ADA). She states that due to ongoing stressors at work she developed an anxiety disorder requiring medical treatment beginning in early 2025. Despite notifying Ford about her condition and requesting reasonable accommodations—including transfer away from hostile supervisors—the company allegedly denied these requests while increasing scrutiny on her job performance.
The suit also includes counts for defamation based on statements made by supervisors accusing Lynn of improper relationships with coworkers or threatening conduct—allegations which she denies—and asserts violations under the Illinois Whistleblower Act for retaliatory actions taken after she reported suspected legal violations internally.
Lynn seeks a range of remedies including compensatory damages for lost wages and benefits; damages for emotional distress; punitive damages where applicable; declaratory relief; injunctive relief such as reinstatement or front pay; attorneys’ fees; costs; liquidated damages under state law; civil penalties; pre-judgment and post-judgment interest; as well as retraction of any defamatory statements made about her professional conduct.
The case is identified as Case No.: 1:26-cv-03184 in the United States District Court for the Northern District of Illinois. The document does not specify attorney names or identify any judge assigned.
Source: 126cv03184_Ayanna_A_Lynn_v_Ford_Motor_Complaint_Northern_District_of_Illinois.pdf
