A long-serving employee claims she was forced to resign after experiencing age and disability discrimination from new management at a major amusement park employer. The complaint was filed by Desiree Robinson in the United States District Court for the Northern District of Georgia on March 26, 2026, naming SFOG II Employee, Inc. as the defendant.
According to the filing, Robinson alleges that after fifteen years of service without disciplinary issues and numerous guest service awards, she faced discriminatory treatment following a change in management in late 2024 or early 2025. She states that in February 2025 she was demoted from Bartender Supervisor to team member at age 57 under the pretext that supervisors were no longer needed—only to see a younger employee promoted immediately to her former position.
The complaint outlines that Robinson had been diagnosed with sciatica, which substantially limits her ability to walk long distances. For approximately ten years prior to 2025, she had received a parking accommodation allowing her closer access to her workplace at Six Flags Over Georgia in Austell, Georgia. However, after new managers Angel Salgado and Bo Bradley arrived, this accommodation was revoked in April 2025. Robinson alleges that when she objected on grounds that this violated the Americans with Disabilities Act (ADA), the company demanded additional medical documentation before eventually reinstating her accommodation only after further complaints.
Robinson further claims she was subjected to retaliatory actions after raising concerns about both the loss of accommodation and alleged discriminatory treatment. These actions included being detained for five hours by Loss Prevention staff without explanation in June 2025 and being suspended without pay for tips over several shifts—a penalty later acknowledged as an error but not fully remedied financially. She also reports being disciplined for conduct allegedly tolerated among younger employees and reassigned to less profitable bar locations within the park.
The complaint asserts that these events created a hostile work environment leading Robinson to develop heart palpitations and anxiety triggered by interactions with management. Despite repeated written complaints about disparate treatment—including one referencing race—Robinson states no corrective action was taken by SFOG II Employee, Inc.
Robinson resigned effective August 30, 2025. In her resignation email cited in the court document, she wrote that “the position and company were ‘no longer a healthy environment that I can thrive in'” and described her experience as “unacceptable in so many ways.” She included letters from guests and a former manager attesting to her service record.
The lawsuit brings four counts: failure to accommodate under the ADA; retaliation under both the ADA and Age Discrimination in Employment Act (ADEA); age discrimination under ADEA; and constructive discharge due to intolerable working conditions. Robinson argues she engaged in protected activity by requesting reasonable accommodations for her disability and opposing what she viewed as unlawful practices under federal law.
She seeks lost back pay with interest, front pay for future lost wages and benefits, compensatory damages for emotional distress and physical symptoms such as heart palpitations attributed to workplace stressors, punitive damages where appropriate, attorneys’ fees, litigation expenses, costs of litigation pursuant to federal laws, and any other relief deemed just by the court or jury.
The case is identified as Civil Action File No.: 1:26-cv-01633-TRJ-JKL. Julie H. Burke of Hill, Kertscher & Wharton LLP represents Ms. Robinson.
Source: 126cv01633_Desiree_Robinson_v_SFOG_Employee_Complaint_Northern_District_of_Georgia.pdf
