In a striking legal battle that underscores ongoing issues of workplace discrimination, a former employee has taken legal action against his previous employer, alleging severe misconduct and violations of federal and state laws. Hassane Maqsoud filed a complaint on April 28, 2025, in the Circuit Court of the Sixth Judicial Circuit in Pinellas County, Florida, accusing the City of St. Petersburg of multiple discriminatory practices during his employment.
Maqsoud's lawsuit details an array of grievances against the City of St. Petersburg, where he was employed from June 3, 2022, to December 18, 2023. The complaint accuses the city of unlawful discrimination based on race, national origin, and disability under Title VII of the Civil Rights Act of 1964 and other statutes like the Americans with Disabilities Act (ADA) and the Florida Civil Rights Act (FCRA). Furthermore, Maqsoud alleges violations under the Family and Medical Leave Act (FMLA), citing interference with his rights and retaliation for exercising them.
The plaintiff claims that throughout his tenure as a part-time seasonal laborer and later as a full-time maintenance worker, he endured racial slurs from coworkers and supervisors. Terms such as "camel jockey" and "Moroccan sand nigger" were allegedly used against him. Maqsoud also reported being called derogatory names by his supervisor Yates after lodging complaints about these incidents to HR Manager Kristen Mory. He states that these complaints were not kept confidential as promised but instead led to further harassment.
In July 2023, Maqsoud began experiencing mental health issues requiring psychiatric treatment for ADHD among other conditions. Despite following proper procedures to request FMLA leave starting July 14, 2023—which was retroactively approved—he faced inappropriate questioning from his supervisor about his condition. After exhausting his FMLA leave by September 28, 2023, Maqsoud received an ADA accommodation extending his leave until December 5, 2023. However, when he sought another extension due to ongoing medical needs on December 7th, he was presented with three coercive options: return immediately without medical clearance; enter an alternative employment program; or accept non-disciplinary separation.
Feeling pressured under these circumstances while still needing medical care led Maqsoud to resign on December 11th officially ending employment by December 18th—a decision he describes as constructive discharge due to lack of support for reasonable accommodations related to disability.
Maqsoud's lawsuit seeks compensatory damages exceeding $50 thousand dollars exclusive of costs interest attorney fees along with equitable relief including reinstatement or promotion liquidated damages under FMLA provisions attorneys' fees expert witness fees among others specified remedies deemed just proper by court judgment favoring plaintiff against defendant City St Petersburg declaring violations various anti-discrimination statutes involved case proceedings.
Representing Maqsoud is an unnamed legal counsel while no specific defense attorney information appears within available documentation provided this summary contextually outlines major aspects litigation case number:25-002212-CI.