Truist Bank faces serious legal backlash after a manager allegedly placed a “Chucky” doll on an employee’s chair, knowing her phobia would trigger a severe panic attack that ultimately led to her termination.
Key Takeaways
- A Rocky Mount woman named Debra Jones is suing Truist Bank for disability discrimination after her manager allegedly placed a “Chucky” doll on her chair despite knowing about her documented phobia of dolls.
- The incident allegedly triggered a panic attack so severe that Jones required an eight-week medical leave and developed PTSD on top of her existing conditions of depression, anxiety, and autoimmune issues.
- Upon returning to work, Jones claims she faced discrimination with her new manager telling her that her accommodations were affecting coworkers and suggesting the job “was not a right fit for her.”
- Jones was eventually terminated in March 2025, with supervisors allegedly citing her anxiety as “an excuse,” which her lawsuit claims violates the Americans with Disabilities Act and Civil Rights Act.
- The lawsuit seeks backpay, legal fees, and damages for emotional distress, with Jones requesting a jury trial.
Deliberate Harassment Alleged in Workplace Prank Gone Wrong
Debra Jones, a former employee of Truist Bank in Rocky Mount, has filed a lawsuit alleging that her manager deliberately placed a “Chucky” doll from the horror movie “Child’s Play” on her chair despite knowing about her documented fear of dolls. According to court documents, this 2024 incident wasn’t merely a thoughtless prank but a calculated act of harassment targeting Jones’ known mental health vulnerabilities. The lawsuit states that when Jones discovered the doll, she suffered an immediate and severe panic attack, while her manager allegedly stood by laughing at her reaction.
The incident proved so traumatic that Jones required an eight-week medical leave to recover. Prior to this event, Jones had already disclosed to her employer multiple medical conditions including depression, anxiety, and autoimmune issues. Following the “Chucky” doll incident, medical professionals diagnosed her with post-traumatic stress disorder (PTSD), adding another serious condition to her medical documentation. These circumstances raise profound questions about workplace conduct and the responsibilities employers have toward employees with documented disabilities.
Hostile Work Environment Upon Return
After completing her medical leave, Jones returned to Truist Bank to find herself assigned to a new manager and office. Rather than experiencing support during her transition back to work, Jones alleges she faced a hostile environment where her accommodations were treated as burdensome. Court documents reveal supervisors told Jones that her needed accommodations were “negatively affecting coworkers who also needed time off,” implying her legitimate medical needs were creating unfair hardships for the company and her colleagues.
The lawsuit further states that Jones’ condition includes an autoimmune disorder that affects her skin pigmentation, which allegedly became the subject of workplace jokes at her expense. This pattern of behavior continued until January 2025, when a supervisor directly suggested that Jones was not suited for her position, specifically citing her anxiety as the problem rather than acknowledging it as a protected disability requiring reasonable accommodation under federal law.
Termination and Legal Claims
According to court documents, the situation deteriorated further when Jones experienced additional panic attacks requiring medical treatment. In March 2025, Truist Bank terminated her employment. The lawsuit claims supervisors justified the termination by suggesting Jones could not “keep using her anxiety and emotional problems as an excuse” for workplace issues. This statement forms a central part of Jones’ legal claim that Truist violated the Americans with Disabilities Act, which requires employers to provide reasonable accommodations for employees with documented disabilities.
“Cannot keep using her anxiety and emotional problems as an excuse,” a supervisor reportedly told Jones before her termination.
Jones’ legal action seeks substantial remedies including backpay, legal fees, and damages for emotional distress. The lawsuit alleges violations of both the Americans with Disabilities Act and the Civil Rights Act. Jones has requested a jury trial, confident that the evidence will demonstrate that Truist Bank failed in its legal obligation to provide reasonable accommodations and instead engaged in discriminatory practices. As of this report, both Truist Bank and Jones’ attorney have been contacted for comment but have not yet responded to media inquiries.
Legal Implications for Corporate America
This case highlights the ongoing challenges faced by workers with disabilities in corporate environments and raises important questions about what constitutes a reasonable accommodation. Legal experts suggest that cases like Jones’ serve as important reminders that workplace pranks involving known phobias or medical conditions can cross the line into legally actionable harassment. Furthermore, it underscores that employers cannot dismiss legitimate medical conditions as “excuses” when terminating employees who have requested protected accommodations.
The outcome of this case could have significant implications for how banks and other corporations handle disability accommodations and workplace culture. If Jones’ allegations are proven true, this case would represent a clear example of discrimination that the Americans with Disabilities Act was specifically designed to prevent. Meanwhile, American workers continue to watch closely as more corporations face increasing scrutiny over their treatment of employees with disabilities and mental health conditions in the workplace.
