Allegations of workplace retaliation following reports of fraud, drug use, and the exercise of medical leave rights have led to a lawsuit against two major employers. The complaint was filed by Aaron Busuttil in the United States District Court for the Eastern District of Michigan on April 15, 2026, naming CBRE Group, Inc. and Amazon.com Services, LLC as defendants.
According to the court filing, Aaron Busuttil began working as a Maintenance Technician for CBRE in October 2021. His duties included overseeing machine functionality at Amazon distribution centers in Brownstown Township and Romulus, Michigan. The complaint states that both CBRE and Amazon shared control over Busuttil’s employment, making them joint employers.
Busuttil alleges that during his employment he was trained by coworkers to falsify numbers related to work performance. On April 26, 2023, he expressed discomfort about this practice to management—specifically Maintenance Manager Steve Pawlak and Reliability Manager Wesley Steffey—and also raised concerns about being overlooked for promotions due to age or health reasons. After voicing these issues, Busuttil claims his coworkers became aware of his complaints and that he faced subsequent retaliation including being given the silent treatment and subjected to false statements intended to damage his reputation.
The complaint further details that after switching teams within the company in June 2023 and continuing to report suspected fraud, Busuttil experienced increased hostility at work. On April 26, 2024, he sent a letter outlining discrimination and harassment concerns to management; this letter was forwarded to human resources by Pawlak. Following this action—and unsuccessful attempts to resolve what he describes as blacklisting from promotion opportunities—Busuttil filed an ethics complaint with CBRE.
In June 2024, Busuttil was involuntarily transferred from one work location (DTW1) to another (DTW9) by HR representatives including Pritima Roopspin and Regional Manager Kevin Lucas. He reports that harassment continued at the new site. Later that summer on July 25, Busuttil interviewed for a higher-level position but did not receive the promotion; he alleges the outcome appeared predetermined.
The complaint also describes incidents involving workplace drug use: on November 17, 2024, Busuttil reported coworkers using cocaine at work—a claim supported by an admission from one coworker who allegedly offered him drugs. He says that after reporting this conduct to management (including Mike Burnnet), his working position was changed in retaliation.
Following further reports about unethical conduct in early February 2025—including a chemical spill incident where Busuttil claims he received no assistance cleaning up hazardous materials—he received a final written warning containing what he asserts were false witness statements. Witnesses later told him they had not provided any such statements regarding the spill.
Busuttil took approved medical leave under the Family Medical Leave Act (FMLA) beginning March 11, 2025. He returned on April 2 but was placed on paid administrative leave just four hours later at Amazon’s request after being accused internally of “harassing and threatening” conduct via messages he describes as innocuous. According to the filing: “The Defendants simply did not like that Plaintiff was gathering evidence to prove the falsity of the final written warning issued.” On May 5, 2025, Busuttil was discharged from employment.
The lawsuit asserts two main legal claims: violation of FMLA rights through retaliation or discrimination after protected medical leave; and wrongful discharge in violation of Michigan public policy based on internal reporting of suspected illegal activity (including fraudulent practices). The plaintiff cites statutory protections under federal law (29 U.S.C.§2615) as well as common law exceptions recognized by Michigan courts.
Busuttil seeks damages for lost wages and benefits as well as emotional distress resulting from alleged unlawful actions by both companies. He also requests liquidated damages due to what is described as bad faith conduct by defendants in relation to FMLA protections: “Plaintiff is entitled to an award of liquidated damages pursuant to 29 USC §2617(a)(1).”
Aaron J Busuttil is representing himself pro se in this matter; defendant CBRE is represented by Senior Counsel Madeleine T. Le according to court documents. The case has been assigned ID number 4:26-cv-11229-FKB-DRG.
Source: 426cv11229_Aaron_Busuttil_v_Cbre_Group_Complaint_Eastern_District_of_Michigan.pdf
