A legal complaint alleges that an employer in the cannabis industry discriminated against a former retail associate due to her mental health disabilities and retaliated after she requested medical leave. The suit was filed by Zulema Corral on March 11, 2026, in the United States District Court for the Northern District of Illinois against Revolution Global, LLC.
According to the filing, Corral claims that she was terminated from her position as a Retail Associate on November 6, 2025, after requesting additional leave for treatment of anxiety, depression, and post-traumatic stress disorder. The complaint states that Corral had previously been approved for leave under the Family and Medical Leave Act (FMLA) beginning August 4, 2025. After exhausting her FMLA leave while undergoing outpatient treatment at Compass Health Center—a fact communicated directly to Human Resources—Corral requested an extension of her leave as a reasonable accommodation under the Americans with Disabilities Act (ADA).
The document asserts that Revolution Global did not engage in the required interactive process to determine appropriate accommodations once Corral’s FMLA leave ended. Instead, it alleges that the company failed to respond meaningfully to her request for extended leave through December 11, 2025. Corral contends this request was reasonable because there were sufficient part-time employees available to cover shifts during her absence: “There were at least 25 retail associates at Plaintiff’s store, and part-time employees were available and willing to cover shifts.” She maintains that granting her additional time off would not have imposed an undue hardship on the business.
The complaint further outlines that Corral was told she was being terminated due to “undue hardship,” but argues this justification was pretextual. It notes: “Plaintiff’s termination occurred shortly after her disability leave request and her disclosed medical treatment, indicating discriminatory motives behind her termination.” After being let go in November 2025, Corral’s union filed a grievance seeking reinstatement. During a meeting on December 4, 2025, Revolution Global offered to reinstate Corral if she provided updated ADA paperwork from her doctor clearing her return to work.
Corral submitted this medical clearance on January 5, 2026. However, according to the lawsuit, ten days later she was informed by Revolution Global that she would not be rehired due to what they described as a delay in submitting documentation: “On January 15, 2026, Plaintiff was informed that Defendant would not rehire her due to the delay in submitting medical clearance.” The suit characterizes this refusal as another adverse employment action based on disability and use of protected leave.
The filing alleges multiple violations by Revolution Global under both federal statutes. Under the ADA it claims disability-based discrimination (Count I), harassment (Count II), failure to accommodate (Count III), and retaliation (Count IV). It also alleges retaliation under FMLA (Count V). Throughout these counts are repeated assertions that Corral met or exceeded performance expectations during employment but was treated less favorably than other employees outside of her protected class.
Corral seeks several forms of relief from the court including back pay with interest; front pay; loss of benefits; compensatory and punitive damages; liquidated damages; attorneys’ fees; pre-judgment interest if applicable; and any other relief deemed just by the court. She has demanded a jury trial for all issues presented.
The case is identified as Case No. 1:26-cv-02731. Zulema Corral is represented by attorney Travis P. Lampert of Sulaiman Law Group Ltd., based in Lombard, Illinois.
Source: 126cv02731_Zulema_Corral_v_Revolution_Global_Complaint_Northern_District_of_Illinois.pdf
