A former employee has filed a lawsuit against a major e-commerce company, alleging discrimination and retaliation in the workplace. Coretta Johnson, the plaintiff, filed her complaint in the United States District Court for the Western District of Louisiana on November 12, 2025, against Amazon.com Services, LLC. The lawsuit claims that Johnson faced age discrimination, inadequate training, and retaliatory actions after reporting these issues to her supervisors.
Coretta Johnson began her employment with Amazon on June 17, 2024, as an Inbound Operations Manager at their Shreveport Fulfillment Center. Despite being recruited for her extensive experience in retail and operations management, she alleges that Amazon failed to provide the promised comprehensive training necessary for transitioning into a robotics-driven warehouse environment. According to Johnson’s complaint, she was subjected to fragmented and inconsistent training sessions that were often self-directed or interrupted by operational demands.
The complaint details a series of discriminatory actions following an incident on July 12, 2024, where Assistant General Manager Kelly Felix made a comment suggesting plans for Johnson in front of senior managers. This event marked the beginning of what Johnson describes as a deteriorating work environment characterized by age-based ridicule from her immediate supervisor Stephanie Acosta. Acosta allegedly mocked Johnson’s methods as “old-school” and questioned her technological competence due to her age.
Johnson reported this harassment to AGM Kelly Felix on September 25, 2024; however, instead of addressing the issue, Felix reassigned Johnson to work alongside Acosta during night shifts. Further attempts by Johnson to address these concerns through an anonymous HR Ethics complaint resulted in escalated retaliation rather than resolution. She claims she was excluded from meetings and subjected to micromanagement by Acosta and Senior Operations Manager Krutika Sood.
The situation worsened when Sood placed Johnson on a Performance Improvement Plan (PIP) citing performance gaps attributed to insufficient training provided by Amazon. Despite raising concerns with HR Manager Tommy Stultz and General Manager Abhishek Gowrishankar about ongoing harassment and lack of support, no intervention occurred.
In May 2025, amid escalating stress-induced health issues including hypertension and fibromyalgia diagnosis leading to medical leave under FMLA protections until September 2025—Johnson requested reasonable accommodations upon return which were denied by Amazon citing undue hardship without engaging in any interactive process required under ADA regulations.
Throughout this period—and despite receiving notice from EEOC granting right-to-sue—Johnson continued experiencing retaliatory actions such as closed intermittent leave requests without explanation while witnessing hostile behaviors persist unchecked within Amazon’s management structure even after disclosing potential whistleblower information regarding operational failures affecting vendor goods compensation practices potentially violating federal laws like antitrust statutes among others.
Representing herself pro se in this legal battle is Coretta Johnson while presiding over case Judge Daniel J., Case ID: 5:25-cv-01766.
Source: Â 525cv01766_Corretta_Johnson_v_Amazon_Complaint_Western_District_of_Louisiana.pdf
