A former Truist Bank employee’s worst nightmare became reality when her manager deliberately placed a “Chucky” doll on her chair, triggering a severe panic attack that would ultimately lead to her termination and a high-profile disability discrimination lawsuit.
Key Takeaways
- Debra Jones has filed a lawsuit against Truist Bank, alleging disability discrimination after her manager deliberately placed a “Chucky” doll on her chair despite knowing about her fear of dolls.
- The incident triggered a panic attack that forced Jones to take an eight-week medical leave and resulted in a new PTSD diagnosis on top of her existing depression, anxiety, and autoimmune disorders.
- Upon returning to work, Jones claims she faced discrimination regarding her accommodations, with supervisors suggesting her disability was “affecting coworkers” and using her anxiety as an excuse.
- Jones was terminated in March 2025, with the bank citing performance concerns, prompting her to file suit under the Americans with Disabilities Act seeking backpay, legal fees, and damages.
- The case highlights ongoing workplace issues regarding reasonable accommodations for employees with mental health conditions and the responsibility of employers to create a safe environment.
Horror Movie Prank Triggers Serious Legal Battle
“Debra Jones, a Rocky Mount woman, has initiated legal proceedings against Truist Bank following what she describes as a deliberate act of harassment and discrimination based on her disabilities,” according to court documents, Jones’ manager knowingly placed a “Chucky” doll from the horror movie “Child’s Play” on her office chair despite being aware of her pronounced fear of dolls. This calculated action triggered an immediate panic attack in Jones, who had previously disclosed her mental health conditions to her supervisors.
Adding insult to injury, the lawsuit alleges that when Jones discovered the doll and suffered a panic attack, her manager laughed at her distress rather than offering assistance. The incident proved so traumatic that Jones required an eight-week medical leave and subsequently received a new diagnosis of post-traumatic stress disorder (PTSD) in addition to her pre-existing conditions of depression, anxiety, and various autoimmune disorders that already qualified as disabilities under federal law.
Workplace Return Marred by Alleged Continued Discrimination
Upon returning to work following her medical leave, Jones alleges that the discrimination continued in more subtle but equally damaging forms. Despite being assigned a new manager and office location, Jones claims she faced persistent negative treatment regarding her legally protected accommodations. According to the lawsuit, supervisors made dismissive comments about her condition and needs, suggesting her accommodations were creating problems for other employees.
“also needed time off,” supervisors complained,” according to Jones, account in the lawsuit.
The situation reportedly deteriorated further in January 2025 when a supervisor directly suggested that the position was not appropriate for Jones, specifically citing her anxiety as problematic. This conversation appears to have set the stage for her eventual termination just two months later, as Jones continued to experience workplace-induced panic attacks that required additional treatment and time away from work.
Dismissal and Legal Action
The culmination of these events came in March 2025 when Truist Bank terminated Jones’ employment. According to court documents, the bank cited performance concerns as justification for the dismissal, while simultaneously criticizing Jones for what they characterized as using her health conditions as excuses. The lawsuit specifically references supervisors telling Jones she “cannot keep using her anxiety and emotional problems as an excuse” for workplace issues.
“did not think this job was a right fit for her,” stated a supervisor, told Jones in January, foreshadowing her eventual termination.
In response to her termination, Jones has filed a comprehensive lawsuit claiming violations of the Americans with Disabilities Act and the Civil Rights Act. The legal action seeks multiple remedies including backpay, compensation for legal fees, and damages for the emotional distress she suffered throughout the ordeal. Jones has specifically requested a jury trial, indicating her desire to have her case heard by her peers rather than decided solely by a judge.
Broader Implications for Workplace Protections
This case underscores the serious challenges that continue to face employees with mental health conditions in American workplaces. Despite the clear protections afforded by the Americans with Disabilities Act, which requires employers to provide reasonable accommodations for qualified individuals with disabilities, many workers still report facing stigma, discrimination, and retaliation. Jones’ allegations paint a troubling picture of a workplace culture where disabilities were treated as inconveniences rather than legally protected conditions.
The outcome of this lawsuit will likely have significant implications for how employers handle similar situations in the future. As mental health awareness continues to grow in our society, cases like this one highlight the critical importance of workplace policies that genuinely support employees with disabilities rather than merely paying lip service to legal requirements. Truist Bank has not yet publicly responded to the allegations, and both the bank and Jones’ legal representatives have been contacted for comment by multiple news outlets.
