A recent legal filing claims that an employee was terminated from his position after disclosing a medical diagnosis, raising questions about workplace protections for individuals with disabilities. The complaint was filed by Derek Morgan in the United States District Court for the Western District of Michigan on April 8, 2026, naming Real Alloy, Inc. as the defendant.
According to the court documents, Derek Morgan began working for Real Alloy in 2017 and held several management roles at the company’s facilities in Coldwater, Michigan. The complaint states that Morgan was promoted in 2021 to Plant Manager of the South (Recycling) Plant while also maintaining responsibilities at the North (Specification) Plant. The document highlights that under Morgan’s leadership, the plants achieved significant cost savings.
The dispute centers on events beginning in March 2025 when Morgan sought a transfer closer to his family in Alabama due to his parents’ declining health. Discussions with his supervisor led to an offer for a corporate Continuous Improvement role based out of Morgantown, Kentucky. Both parties reportedly expressed enthusiasm about this new opportunity.
Around this time, Morgan disclosed to Human Resources representative Matt Stevens that he had recently been diagnosed with Parkinson’s Disease. The complaint notes that “at the time had no limitations on his ability to work.” However, following this disclosure, it is alleged that Stevens informed company leadership of Morgan’s diagnosis during a meeting attended by supervisors including Doug Bryant.
The filing reports that shortly after this meeting, Bryant told Morgan he would need a doctor’s release to continue working and relayed concerns from company leadership about potential liability related to Morgan’s condition. According to the complaint: “several individuals in leadership expressed that Mr. Morgan should not be allowed in the plants at all because of potential liability due to his disability.” Despite these concerns, Morgan provided documentation from his physician confirming he was medically stable with no work restrictions.
Morgan traveled to Morgantown in mid-June 2025 as part of preparations for assuming his new role but discovered that Jorge Suarez, who managed the facility, had not been informed about bringing him on board. After further discussions and signing an offer letter on or around June 20, 2025, Morgan awaited final job details from Suarez.
However, soon after attending an annual Plant Manager meeting at company headquarters later that month, Human Resources informed him via email that the job offer was rescinded because he had not submitted medical information using Real Alloy’s official Americans with Disabilities Act form. The complaint asserts that this occurred even though “Mr. Morgan had provided a letter from his doctor several weeks prior indicating that he was medically stable” and while his physician was still completing the requested form.
On July 9, 2025, Morgan was called into a meeting with Human Resources and company executives where he was told his employment would be terminated because he had allegedly “turned down the job in Morgantown.” The complaint disputes this characterization: “he had never turned down the position” and had signed and returned the offer letter weeks earlier. When asked about remaining in his current role in Coldwater, Morgan was told it “no longer existed,” despite evidence presented in the filing showing that Real Alloy advertised for his replacement shortly thereafter.
During this termination meeting, Human Resources presented an agreement asking Morgan to release all claims against Real Alloy and pressured him to sign immediately by referencing his need for continued health insurance due to his medical condition. He declined to sign.
Morgan contends through legal counsel that these actions amounted to discrimination based on disability under both Michigan’s Persons with Disabilities Civil Rights Act and federal law under Title I of the Americans with Disabilities Act (ADA). The lawsuit alleges intentional conduct by Real Alloy leading directly to adverse effects on employment terms and conditions as well as damages including loss of earnings and benefits; damage to reputation; mental anguish; physical distress; and loss of enjoyment of life.
The plaintiff requests judgment against Real Alloy including economic and non-economic damages; attorney fees; punitive damages; and any other relief deemed appropriate by the court.
Attorneys Jennifer B. Salvatore (P66640) and Joan Campau (P87538) of Salvatore Prescott Porter & Porter PLLC represent Derek Morgan in case number 1:26-cv-1150.
Source: 126cv01150_Derek_Morgan_v_Real_Alloy_Complaint_Western_District_of_Michigan.pdf
