A recently filed federal lawsuit alleges that an employee was terminated after more than a decade of service due to her requests for medical leave related to a serious health condition. The complaint was submitted by LaShanda Lovett in the United States District Court for the Northern District of Illinois on March 15, 2026, naming Mayfield Care and Rehabilitation Center LLC, doing business as Complete Care at the Boulevard, as the defendant.
According to the filing, Lovett worked as a Licensed Practical Nurse from approximately May 1, 2013 until her termination on or about December 10, 2025. The suit claims that Lovett suffers from sickle cell anemia—a physical impairment that substantially limits major life activities such as walking, standing, lifting, concentration, and thinking. She alleges that this condition requires intermittent medical treatment and occasional leave from work during flare-ups.
The complaint states that Lovett had been approved for intermittent leave under the Family and Medical Leave Act (FMLA) since April 2025 to manage symptoms associated with her disability. On November 30, 2025, she experienced a flare-up and reported her absence using what she describes as the established call-off procedure. However, she later received communication from Alicia Bell—the Director of Nursing—who allegedly responded in an aggressive manner and accused Lovett of not following proper procedures because “the call-off line allegedly ‘does not work.'” According to Lovett’s account in the court documents: “Ms. Bell spoke to Plaintiff in an aggressive and hostile manner… accused Plaintiff of improperly calling off… showed no consideration for Plaintiff’s documented disability or mental health condition.”
Lovett asserts that she attempted to explain her situation but was removed from the schedule pending investigation without being allowed to provide medical documentation or further explanation. The next day she was informed via text message that her absence would be treated as a “no-call/no-show.” She then submitted a formal written complaint alleging disability discrimination and harassment to Human Resources representative Luisa Villalba.
The complaint outlines that when Lovett arrived at the facility on December 1 with documentation supporting her absence—including a physician’s note—she was told to wait because Human Resources was unavailable. During this time Ms. Bell allegedly approached her in a hostile manner again. Eventually Lovett provided all requested materials but reports that no prompt remedial action was taken by management.
On December 10, Assistant Director of Nursing Tenishia Callahan informed Lovett by phone that she had been terminated for entering the facility “unwarranted” on December 1—a reason which Lovett contends is pretextual since she had been instructed by management to bring documentation in person.
The legal claims brought forward include violations of the Americans with Disabilities Act (ADA), Illinois Human Rights Act (IHRA), and FMLA. Specifically, Lovett accuses Mayfield Care and Rehabilitation Center LLC of disability-based discrimination (“Defendant intentionally discriminated against Plaintiff based on Plaintiff’s disability”), harassment (“Defendant engaged in unlawful employment practices and harassed the Plaintiff on the basis of Plaintiffs disability”), failure to accommodate (“Defendant engaged in unlawful employment practices by failing to accommodate Plaintiffs disability”), retaliation (“Defendant retaliated against Plaintiff based on Plaintiff requesting accommodations…and reporting disability-based harassment”), interference with FMLA rights (“Defendant unlawfully denied Plaintiffs use of her FMLA rights when it terminated Plaintiff’s employment following her use of FMLA-protected leave”), among others.
Lovett argues throughout the filing that she met or exceeded performance expectations during more than ten years of employment: “Plaintiff had successfully worked for Defendant for over 10 years indicating that Plaintiff had met or exceeded Defendant’s legitimate business expectations.” She also claims similarly situated employees outside her protected class were treated more favorably.
The lawsuit seeks back pay with interest; front pay; loss of benefits; compensatory and punitive damages; reasonable attorneys’ fees; pre-judgment interest if applicable; and any other relief deemed just by the court. A jury trial has been demanded.
Attorneys Chad W. Eisenback, Nathan C. Volheim, Chasidy K. Clark from Sulaiman Law Group Ltd., are representing LaShanda Lovett in this matter under case number 1:26-cv-02896.
Source: 126cv02896_Lashanda_Lovett_v_Mayfield_Care_Complaint_Northern_District_of_Illinois.pdf
