A recent legal filing claims that an employee was terminated from her position shortly before taking maternity leave, raising concerns about workplace discrimination and the treatment of pregnant workers. The complaint was filed by Brittney Moody in the United States District Court for the Northern District of Georgia on March 16, 2026, naming Wellstar Health System, Inc. as the defendant.
According to the complaint, Moody worked as a Senior Human Resources Associate at Wellstar Health System from August 8, 2021 until April 30, 2025. She alleges that she was fired while nine months pregnant on her last scheduled day in the office prior to starting approved maternity leave. The lawsuit asserts violations of Title VII of the Civil Rights Act of 1964, Section 1981a, the Pregnancy Discrimination Act, and the Pregnant Workers Fairness Act.
The document details Moody’s employment history and describes her role in onboarding new employees as part of a predominantly African American team. The complaint states that Carey Jane Ison, Director of the HR Service Center at Wellstar Health System and identified as white in the filing, made several attempts to terminate Moody based on what Moody claims were unfounded or pretextual reasons related to hiring procedures for another employee. Each time these reasons were challenged by Moody or her manager and shown to be incorrect or not applicable.
Moody alleges that after unsuccessful attempts to justify her termination through performance-related accusations—specifically regarding a new hire named Angela Bryan—Ison ultimately terminated two other African American team members on April 25, 2025. The filing claims Ison intended to include Moody in this action but did not proceed at that time after further challenge from Moody’s manager.
On April 29 and again on April 30—the latter being Moody’s final day before planned maternity leave—Ison raised additional allegations concerning Ms. Bryan’s clearance process. According to the complaint, these allegations were also refuted by evidence provided by Moody or her manager. Nevertheless, Ison proceeded with terminating Moody without following any progressive disciplinary process.
The lawsuit contends that “Ison was seeking a pretext to terminate Plaintiff’s employment because of her pregnancy, her race, or both.” It further states that “Defendant’s articulated reasons for these adverse employment actions are not legitimate,” alleging they were created “to hide the fact that it terminated Plaintiff because of her race [and] because of her pregnancy.” The complaint argues that even if there had been legitimate grounds for termination presented by Wellstar Health System, race and/or sex/pregnancy remained motivating factors in their decision-making process.
In addition to claims under Title VII and Section 1981 for racial discrimination—including an allegation that she was replaced by a white employee—Moody brings counts under the Pregnancy Discrimination Act for being fired while pregnant and under the Pregnant Workers Fairness Act for failure to provide reasonable accommodations related to pregnancy. Specifically, she alleges that instead of allowing approved maternity leave as an accommodation required by law, Wellstar terminated her employment.
The complaint seeks several forms of relief: declaratory judgment declaring defendant’s policies unlawful; permanent injunctions preventing further violations; reinstatement or front pay; backpay; compensatory damages; punitive damages; nominal damages; costs; attorney’s fees; expenses; post-judgment interest; and any other relief deemed just by the court.
Moody claims ongoing harm from loss of income and health insurance coverage two weeks before her due date as well as emotional distress resulting from embarrassment and damage to reputation caused by what she describes as discriminatory conduct.
The case is identified as Civil Action No.: 1:26-cv-01429-SDG-JKL. Attorneys representing Brittney Moody include Thomas J Mew IV (Buckley Bala Wilson Mew LLP), Jon C. Goldfarb (pro hac vice pending), and L. William Smith (pro hac vice pending) from Wiggins Childs Pantazis Fisher & Goldfarb LLC.
Source: 126cv01429_Brittney_Moody_v_Wellstar_Complaint_Northern_District_of_Georgia.pdf
