A recent legal filing details allegations that an employee was terminated shortly after reporting concerns about differential treatment in the workplace, raising questions about retaliation and compliance with federal anti-discrimination laws. The complaint was filed by Jelvoner Jemison in the United States District Court for the Northern District of Georgia on March 23, 2026, naming Georgia-Pacific Consumer Operations, LLC as the defendant.
According to the court documents, Jemison began working for Georgia-Pacific Consumer Operations on or around January 15, 2020, serving as a Senior Commercialization Quality Manager. The lawsuit states that on August 4, 2025, Jemison reported to Ashley Rozarro from Employee Relations that she was experiencing what she described as being “blackwashed,” referencing a pattern of less favorable treatment compared to her non-African American coworkers. Jemison’s complaint highlighted her exclusion from team activities and denial of opportunities routinely provided to others under the leadership of Dave Keeler.
The document further alleges that this was not an isolated incident but part of “a similar pattern” previously experienced by Jemison and another African American female employee who had reportedly been forced to resign due to similar circumstances. After raising these concerns with Rozarro, an internal investigation was initiated. The investigation included interviews with management personnel such as Mr. Keeler and concluded on September 25, 2025.
On October 17, 2025, approximately six weeks after lodging her complaint and following the conclusion of the internal investigation, Jemison was terminated from her position. According to the filing, Mr. Keeler played a role in the decision-making process regarding her termination. The company cited poor performance as grounds for dismissal; however, Jemison asserts in her complaint that she had not received any prior notification of performance issues nor had she been placed on a performance improvement plan before being let go.
The lawsuit specifically alleges retaliation in violation of Title 42 United States Code Section 1981. It claims that Jemison engaged in protected activity when she reported perceived race-based discrimination and that decision-makers at Georgia-Pacific were aware of this protected activity at the time they decided to terminate her employment. The filing points to the close timing between her report and subsequent termination as evidence supporting a causal connection between these events.
Jemison contends that the stated reasons for her dismissal are pretextual and not reflective of actual performance issues but rather are linked directly to her opposition to discriminatory practices within the company. As a result of these actions, she claims damages including lost wages and benefits, front pay, emotional distress, and other compensable harm.
In addition to seeking compensatory and punitive damages along with back pay and front pay under Section 1981, Jemison requests declaratory judgment affirming that her rights were violated by Georgia-Pacific’s alleged retaliatory conduct. She also asks for attorneys’ fees and court costs associated with pursuing this action. The plaintiff is requesting a jury trial on all factual issues raised by the case.
The case is identified as Civil Action No.: 1:26-cv-01542-TRJ-CCB. Jelvoner Jemison is represented by attorney Jeremy Stephens of Morgan & Morgan P.A., based in Atlanta.
Source: 126cv01542_Jelvoner_Jemison_v_Georgia_Pacific_Complaint_Northern_District_of_Georgia.pdf
