A recent federal lawsuit claims that an employee was subjected to discrimination and a hostile work environment because of his mental health condition, Middle Eastern background, and Muslim faith. The complaint was filed by Nawaf Awad in the United States District Court for the Middle District of Louisiana on March 3, 2026, naming Exxon Mobil Corporation as the defendant.
According to the filing, Mr. Awad worked for approximately five years as an Applications Engineer at ExxonMobil’s Baton Rouge site. He alleges that throughout his employment he faced discrimination contrary to Title VII of the Civil Rights Act of 1964. The complaint states that Mr. Awad is a Muslim of Middle Eastern descent who has been diagnosed with bipolar disorder.
The dispute began in November 2023 when Mr. Awad took a day off with employer permission to address mental health issues related to stress over the war in Gaza. On November 7, 2023, after months of communication with Human Resources about combating Islamophobia at work, he submitted a proposal to create an Advancing Middle Easterners and North Africans (AMENA) Employee Resource Group at the Baton Rouge site—a group already recognized at other company locations.
Shortly after submitting this proposal, Mr. Awad expressed concerns about diversity policies at the site during conversations with supervisors including Greg Robertson. According to the complaint, Mr. Robertson visited Mr. Awad’s home on November 8 and suggested he seek mental health treatment but warned him not to disclose this or use company insurance for fear it would hurt his career prospects.
Following this meeting, Mr. Awad was hospitalized for bipolar disorder from November 8 to November 15, 2023. Upon discharge he learned he had been placed on involuntary short-term disability leave until February 22, 2024—a decision he claims was not based on medical evidence but rather “prejudice and unwarranted assumptions.” Despite being medically cleared for work by both his nurse practitioner and an independent evaluator requested by ExxonMobil—who stated “Mr. Awad is currently fit for duty”—the company allegedly imposed further requirements before allowing him back.
Mr. Awad asserts these additional barriers delayed his return by more than two months and resulted in reduced pay after exhausting sick days. Upon returning in February 2024, he says management told him he needed to “rebuild trust” with colleagues due to his absence.
The complaint details ongoing harassment upon his return: management made statements about disappointing upper management due to hospitalization; imposed undocumented conditions such as apologizing to coworkers; denied reassignment requests; suggested pursuing lower-skill work; and threatened performance improvement plans (PIP) that could lead to termination if repeated.
In July 2024 Mr. Awad was placed on a PIP for “behavioral issues” linked solely to his disability and advocacy efforts regarding AMENA—even though his job performance had previously been rated “Very Good.” He alleges retaliatory behavior continued despite complaints made internally.
On August 14, 2024 meetings with supervisors focused on past mental health crises rather than current performance or accommodations requested by Mr. Awad as part of transitioning back into work life following illness.
In September 2024 Mr. Awad was again suspended and placed on involuntary disability leave after management claimed emails showed symptoms similar to those preceding his prior illness—claims which he disputes as unfounded.
By October and November 2024 meetings documented continued dissatisfaction from supervisors citing incidents they attributed primarily to personality changes post-diagnosis rather than job-related factors or conduct violations.
On November 19, 2024—less than two weeks before vesting in pension benefits—Mr. Awad was terminated for reasons cited as lack of trustworthiness tied directly to both his bipolar disorder diagnosis and advocacy activities related to AMENA.
After termination Mr. Awad interviewed elsewhere but learned through a recruiter that ExxonMobil managers gave negative references based on his disability status—allegedly discouraging other companies from hiring him despite strong recommendations from former colleagues.
The lawsuit claims these actions caused significant financial harm including loss of employment benefits as well as emotional distress resulting from what is described as ongoing harassment based on protected characteristics under federal law.
Mr. Awad seeks back pay, front pay, compensatory damages for emotional distress, costs including attorney fees—and asks the court for declaratory relief recognizing that ExxonMobil’s actions constituted unlawful discrimination under Title VII.
The case is represented by attorney Ronald K. Lospennato (Louisiana Bar No. 32191) of The Law Office of Ronald K. Lospennato in New Orleans under case number 3:26-cv-00220-BAJ-EWD.
Source: 226cv674_Nawaf_Awad_v_Exxon_Mobil_Complaint_Middle_District_of_Luoisiana.pdf
