Allegations of workplace harassment and discrimination have led to a federal lawsuit against an automobile dealership company and its affiliated leasing business. The legal complaint outlines claims that the plaintiff faced mistreatment due to his sex, gender, weight, and his relationship with a disabled family member. The case raises questions about employer responsibilities under federal and state civil rights laws.
The complaint was filed by Christopher Choma in the United States District Court for the Western District of Michigan on April 13, 2026. The defendants named in the suit are Tapper Ford LLC and Tapper Employee Leasing LLC.
According to the filing, Choma worked as a service advisor for the defendants from November 13, 2024 until July 3, 2025. During this period, Choma alleges he was subjected to repeated harassment by his supervisor Rob Wilkins beginning in March 2025. The document states that Wilkins referred to Choma as “Girlfriend,” made comments about his weight such as calling his face fat after he shaved his beard, and continued to call him fat on multiple occasions. In addition to these remarks directed at Choma’s appearance and gender, Wilkins allegedly made inappropriate sexualized comments about female customers in front of staff members.
The complaint further describes incidents where Wilkins is said to have sexually harassed Choma’s wife during her visits to the workplace by looking her up and down in what is described as a blatantly sexualized manner. These actions reportedly caused discomfort for both Choma and his wife.
Choma also asserts that he faced discrimination related to his daughter’s disability. The document notes that Choma’s daughter suffers from seizures. It is alleged that Wilkins screamed at Choma and belittled him when he needed time off to care for her following medical episodes. The supervisor is also accused of threatening Choma’s job security when he used allotted time off for family medical needs.
On June 9, 2025, Choma submitted a written complaint about these issues to management personnel identified as Josh Wright and Kelly Balon. However, according to the lawsuit, instead of addressing or correcting the reported misconduct, the defendants terminated Choma’s employment three weeks later on July 3, 2025. When asked about the reason for termination, management reportedly stated only “we’re an at-will state” without providing further explanation. At the time of termination, there was no disciplinary history recorded in Choma’s personnel file.
The lawsuit includes eight counts alleging violations of federal laws such as Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act (ADA), as well as Michigan state laws including the Elliott-Larsen Civil Rights Act and Persons with Disabilities Civil Rights Act. Each count repeats prior allegations while specifying different aspects of alleged discrimination or retaliation:
– Discrimination based on sex or gender under Title VII,
– Retaliation under Title VII,
– Discrimination based on sex, gender or weight under Michigan law,
– Retaliation under Michigan law,
– Associational disability discrimination under ADA,
– Retaliation under ADA,
– Disability discrimination under Michigan law,
– Retaliation under Michigan law.
Choma claims damages including lost wages and benefits, emotional distress, attorney’s fees, litigation costs, back pay and front pay. He requests judgment against both companies “in an amount that will fully and fairly compensate him for all of his damages,” along with any additional relief deemed appropriate by the court.
The case was filed by attorney Mark S. Wilkinson (P68765) from Paladin Employment Law PLLC in Kalamazoo. The case identification number is 1:26-cv-01187.
Source: 126cv01187_Christopher_Choma_v_Tapper_Ford_Complaint_Western_District_of_Michigan.pdf
