At Gibbons Law Group, we represent employees—people who want nothing more than a safe, respectful workplace. But for one North Carolina woman, her job turned into a nightmare when her employer allegedly used her fear against her in the form of a cruel office prank.
What happened?
In a federal lawsuit filed in May 2025, former Truist Bank employee Debra Jones alleges that her manager placed a Chucky doll—yes, the horror movie character—in her chair during her final week of training. Jones had previously disclosed that she suffers from an extreme phobia of dolls and had shared her history of mental health conditions with her employer.
Jones says the incident triggered a panic attack, resulting in an eight-week medical leave and a subsequent diagnosis of post-traumatic stress disorder (PTSD).
Mental health is not a joke
Jones had disclosed multiple health conditions to her employer, including:
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Major Depressive Disorder
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Generalized Anxiety Disorder
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Vitiligo, an autoimmune skin condition
Instead of support, she alleges she was met with ridicule, retaliation, and eventually termination. According to the lawsuit, managers mocked her accommodations, belittled her for using medically approved time off, and pressured her to resign by claiming her role “wasn’t a good fit.”
She was terminated in March 2025.
The legal claims
Jones is suing Truist for:
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Disability discrimination
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Retaliation for seeking medical leave
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Failure to accommodate her mental health conditions
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Negligent supervision
Her case relies on the Americans with Disabilities Act (ADA), which prohibits employers from targeting, harassing, or firing employees because of their disabilities—or for taking advantage of protected leave and accommodations.
Know your rights
Too often, employers treat medical conditions—especially mental health issues—as inconvenient or exaggerated. But the law is clear:
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If you disclose a disability (mental or physical), your employer must engage in an interactive process to accommodate you.
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If you take medical leave under the FMLA or ADA, your employer cannot retaliate against you.
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And if your manager mocks or exploits your disability, that may create a hostile work environment—a potential violation of federal law.
Our take
At Gibbons Law Group, we see cases like this far too often. A single act—especially one involving known medical triggers—can have lasting consequences when employers refuse to take employee wellbeing seriously. This isn’t about being “too sensitive.” It’s about respect, dignity, and basic compliance with the law.
If this sounds familiar…
If your employer has mocked your condition, retaliated against you for taking leave, or failed to accommodate your disability—we want to hear your story.
Call Gibbons Law Group, PLLC today at (704) 612-0038. We represent employees across North Carolina, including Charlotte, Raleigh, and Wilmington. Your rights matter. Let’s make sure your employer knows that too.