$9M Fandango ticket fee class action settlement

25 thoughts on$9M Fandango ticket fee class action settlement

1. Roderick Sidney says:

   June 5, 2025 at 3:02 pm

   A supervisor cannot threaten an employee with workers’ compensation to return to work. This is both a retaliation charge and a hostile work environment claim. The boss was averse to my claim, which was in response to a workers’ compensation claim. Threats to force an employee back to work while on workers’ compensation could be considered retaliation. Furthermore, the law prohibits employers from retaliating against employees for exercising their rights, including filing or participating in a workers’ compensation claim. This may even include being fired or demoted.
   Discrimination opens up new charges due to the threats that are based on a protected characteristic ( race, sex, disability), that constitute discrimination in a Hostile Work Environment that opens up severe, pervasive, and creates a hostile work environment which includes the frequency, severity, and intensity of the conduct.
   The agency sent the supervisor to my house to intimidate me to provoke a fight, and serve paperwork which is evidence of retaliation and harassment, which are also forms of discrimination, which is a violation of Title VII of the Civil Rights Act of 1964, which prohibits retaliation and harassment.
   In an employment retaliation case, an employer cannot take adverse action against an employee for engaging in protected activity such as filing a discrimination complaint. Being intimidated and harassed by a supervisor is a form of retaliation. Harassment is unwelcome conduct based on protected characteristics like race, religion, or sex that creates a hostile work environment.
   In my case, being intimidated and threatened at my home is harassment, especially if it’s related to my discrimination complaint. Serving paperwork related to my discrimination complaint in the manner of service that is intended to intimidate and harass is further evidence of retaliation and harassment. Provoking a fight is illegal and evidence of assault and battery. I have documented everything, including the date, time, and specific actions of the person who came to my house.
   If your employer sends people to your home, blocks your vehicle, and interrogates your family illegally, that is a bad situation. If the reason is retaliation or harassment, this may be illegal and may constitute a privacy violation and trespass.
   My supervisor’s actions constitute harassment and are unlawful. The supervisor has violated my right to privacy and has committed trespass and false imprisonment. The definition of harassment is unwelcome conduct based on protected characteristics that creates a hostile work environment or interferes with my employment. This is exactly what my supervisor is doing.

   The supervisor’s actions, which include blocking my vehicle and sending people to my home, are illegal. Privacy violations of my home and family vehicle are violations of my family’s right to privacy because these are private spaces.
   I am writing to follow up on my earlier complaints. As I have already reported, the harassment against me continues and has intensified. Now, I have credible information that my employers plan to send individuals to my family’s home to question them about me. The purpose of these actions is to intimidate and punish me. These actions also likely constitute a violation of my privacy and personal safety, as they will be on my property for purposes I did not give them permission for, and there is no guarantee of the actions these people might take if they feel my family is not cooperating. My employers cannot retaliate against employees for engaging in protected activity, and they also have a responsibility to ensure a safe and respectful work environment. Sending individuals to an employee’s home for illegal interrogation of their family is harassment and potentially a violation of the employee’s privacy and personal safety. As I previously stated, elaboration, harassment, retaliation, and sending individuals to an employee’s home, especially for an illegal interrogation of their family, is a form of harassment. It potentially creates a hostile work environment, and it is retaliation for filing a discrimination complaint, likely intended to intimidate and punish me.
   It is a violation of someone’s right to privacy for someone to have an unauthorized intrusion into an employee’s house and to interrogate their family without their consent. This is a lawsuit for harassment, discrimination, or retaliation, and I would like to seek monetary damages for emotional distress, lost wages, or other financial losses. I would also like injunctive relief to stop this harassing conduct. This has been happening throughout my entire career.
   I have a situation where my supervisor has retaliated against me since the first EEOC case, which gives me grounds to pursue legal action. While working for the Federal Government, my supervisor took adverse action against me because I had engaged in protected activity. The action taken was lower performance evaluations, verbal or physical abuse, or making it harder to do my job. I believe this may have been retaliation for filing an EEOC case.
   My employer violated the No FEAR Act, and I believe it’s time to address the matter publicly. The EEOC is supposed to protect employees from retaliation, but when my supervisor attacked me, I wasn’t safeguarded. I felt targeted and exposed for simply being a participant in a protected investigation.
   The retaliatory actions that I received under the adverse employment actions that were taken against me because I participated in protected activity include removal from my position, denial of promotion, and negative performance evaluations.
   The EEO investigation itself was deceptive and was, I believe, intended to gain an unfair advantage involving misrepresentation of the truth. I am unsatisfied with the agency’s decision. I have demonstrated the causal link between the protected activity and the adverse action. The process was difficult, but I have important documents, including audio recordings, that prove instances of retaliation as they happened.
   I have been repeatedly ridiculed by my supervisor, which is a form of discrimination and retaliation for engaging in protected activity like filing a complaint or cooperating with an investigation. My supervisor has also repeatedly ridiculed me in front of others, which is considered a hostile work environment and a form of harassment. The conduct is unwelcome, based on a protected characteristic, and severe enough to alter the conditions of employment. The EEOC investigation didn’t interview all of my witnesses, and evidence collection has been difficult. I have also experienced a negative employment action, such as a significant change in my job duties. I have gathered evidence that supports my claims, such as witness statements. I work in a hostile work environment, which is a form of harassment where the workplace is intimidating, hostile, or abusive due to the conduct of others.
   I was denied a promotion due to a disability. My health condition is a disability under the Americans with Disabilities Act (ADA), that I was qualified for the promotion, and that the promotion was denied due to my disability. I also believe my age was a factor in the employer’s decision.
   My health condition significantly limits a major life activity and is considered a disability under the ADA. I demonstrate that I am qualified for the promotion in terms of skills, experience, and education. However, the boss denied me the promotion specifically because of my disability heart problems, since I had a heart attack and a stroke.
   I had my heart attack and a stroke. The supervisor didn’t give me enough time to recover, kept sending people to my house asking me when I would be back to work, and demanded that I come to the office to sign paperwork. He believed I was not sick enough to stay home and didn’t need that much time off.
   Being forced to attend a retirement seminar and pressuring me to retire, and threatening me with termination, is illegal. They cannot force me to retire or make retirement a condition of my employment. They were unfairly pressuring and discriminating against me due to my age and the status of my health conditions. My body was in better condition when I was forced to attend the retirement seminar. It’s generally illegal for an employer to force an employee under 40 into a retirement seminar and threaten termination solely based on their age or health problems.
   The Age Discrimination in Employment Act (ADEA) protects workers 40 and older from discrimination, and the Americans with Disabilities Act (ADA) protects those with disabilities from discrimination.
   Age Discrimination prohibits employers from discriminating against employees 40 years of age and older based on age. This includes hiring, firing, promotions, layoffs, pay, benefits, job assignments, and training. Disability discrimination prohibits employers from discriminating against qualified individuals with disabilities. This includes hiring, firing, promotions, layoffs, pay, benefits, job assignments, and training. Employers cannot force employees to retire at a certain age unless it falls under a limited exception, such as for certain executives or public safety positions.
   My boss denied my vacation time while granting it to a close friend due to your location, it a form of discrimination and favoritism. The denial was based on a protected characteristic and discriminatory factor, not solely on the employee’s proximity to work. The denial was in response to a previous complaint or protected activity, and also retaliation. Favoritism is a factor in my situation, it disproportionately affects employees in a protected group.
   My boss is giving vacation time to his close friend, while denying me the same opportunity, is discriminatory. His justification was that his friend has family who lives far away, and I don’t have that issue, so I don’t need as much time off as I’ve been saving up. He also said that he couldn’t find anyone else to replace me. The denial of my vacation time is linked to a protected characteristic, such as race, and discriminatory actions are not in line with company policy. This discrimination is shown by the context and timing of the actions, including the consistency of denying vacation time to certain employees while granting it to others based on personal preference.
   My supervisor is making my work life difficult after I raised concerns, such as denying my vacation despite having an agreement. This is retaliation for me engaging in protected EEO activity, because I have to jump through hoops for a vacation and have been required to perform extra tasks, faced challenges with approved leave, and have been treated differently compared to my colleagues. This all points to circumstantial evidence of discriminatory intent. There is direct evidence of discriminatory intent. This pattern shows that there’s disparate treatment and unenforced agreements that I can use as circumstantial evidence to infer discrimination.
   I have been experiencing a different side of workplace harassment and a deliberate attempt at constructive dismissal, where my supervisor is making my job difficult and trying to get me fired by fabricating issues. My supervisor’s involvement is planting evidence, falsely accusing you of negligence, and making my working conditions unbearable. My supervisor is creating a hostile work environment to force you to quit, rather than firing you directly, and giving me undesirable tasks, nitpicking my work, and making my life difficult in other ways.
   Hello, I’m reaching out to inquire if my employer has retaliated against me by hiring a family member into my position and demoting me, after I was on workers’ compensation. My position was filled by this family member during the period of my leave, and they now want to reinstate me. I’m not sure if there’s any reason for the hiring, but I believe that there’s no legal reason for this to be the result of workers’ compensation or the need for me to be on leave, and they’re discriminating against me, based on a protected characteristic like race, sex, or disability. Is this discrimination under Title VII of the Civil Rights Act of 1964 (for race, sex, religion, or national origin discrimination), the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), or another federal employment law? Could my workers’ compensation leave be a protected period, and my employer may not discriminate against me for being on leave or for having a disability that caused the injury/illness? How do you prove something like this, and what are my options for compensatory damages for pain and suffering, and punitive damages to punish the employer for their discriminatory behavior? I’d like to know what the next step is, if I have a case.

   I believe the federal government has violated my privacy, harassed and threatened me, and is in violation of the employees’ privacy and personal safety by sending employees to my home to illegally interrogate my family. The federal government’s actions also constitute retaliation for protected activity, as I have filed a discrimination complaint against them. The federal government also has a responsibility to ensure a safe and respectful workplace, but they have failed to do so in my case.

   Does the act of sending individuals to an employee’s home constitute harassment and retaliation? Are there cases in which such an act can be considered to be an illegal interrogation of the family of an employee? Can this act be characterized as harassment, creating a hostile work environment? Can these actions be construed as having been intended to intimidate and punish the employee, and to violate the privacy rights of the employee’s family? Does this conduct violate the right to privacy? Is an illegal interrogation of the employee’s family without consent a violation of privacy that could be grounds for monetary damages, lost wages, other financial losses, and injunctive relief? If so, can the employee prevail in a lawsuit seeking injunctive relief for such behavior? Would that behavior include dates, times, and the names of the individuals involved?

   In a situation where an employee has filed a discrimination complaint, including filing an EEOC case, or has participated in the EEO process, can management’s and/or a supervisor’s actions be construed as retaliation, and is such an action illegal? Does federal law prohibit employers from taking adverse employment actions against employees who have filed discrimination complaints or who have participated in the EEO process?
   I cannot be fired for workers’ compensation claims, as I am still receiving compensation for a workplace injury. I was not given the chance to apply for a job, nor was I offered an application, and I gave them multiple accommodation letters from doctors.
   I am very good friends with my supervisor, and unfortunately, I have to say that he betrayed my trust. This was serious because he breached my confidence by sharing my private medical information with his bosses. He may be my friend, but it is neither ethical nor legal for a supervisor to share an employee’s private medical information, even if it’s with his superiors. Sharing my medical information without my consent violated my privacy and ended up having very negative consequences in my workplace. Both the ADA and other laws in place to protect a person’s medical information. In general, employers are not allowed to share the information without your consent. Sharing my medical information with his superiors made me a target for disability discrimination. The company made me go to my doctor to get a letter stating that I needed reasonable accommodations. My employer didn’t accept this letter, and they forced me to go home.
   This is a story about the supervisor, who said he knew all about the issues between the supervisor at another park and me. We worked at the same park, but he was my supervisor. He also said he worked at the other park with the other supervisor at the same time that I was there.

   After I gave him my paperwork for my job replacement for reasonable accommodation, he called me outside, and I gave him a plate full of cookies. He went back to his office. That was that until the ADR meeting, and now they’re saying they never received my paperwork.

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2. Kendra says:

   May 15, 2025 at 7:40 am

   Add me please.

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3. Miguel Marquez says:

   May 2, 2025 at 8:02 am

   Please add me

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4. Linda Hopkins says:

   April 22, 2025 at 9:47 am

   Please add me

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