A dispute over alleged retaliation following a workplace safety complaint has led to a lawsuit against one of North Carolina’s largest healthcare employers. The legal action was initiated by Syracuse Cody, who filed a complaint on April 22, 2026, in the United States District Court for the Middle District of North Carolina against Advocate Health and Hospitals Corporation doing business as Atrium Health Cabarrus.
According to court documents, Syracuse Cody claims he was employed as an EVS Tech Lead at Atrium Health Cabarrus earning $20 per hour. The plaintiff states that on July 3, 2025, he filed an internal human resources complaint (Case No. CASE546712) alleging that coworker Felicia Caldwell had threatened him by saying she “should get her cousins to come to the job and beat Cody up.” Cody also reported that Caldwell created a negative work environment through aggressive behavior. He asserts that this activity—opposing workplace threats and unsafe conditions—is protected under Title VII of the Civil Rights Act of 1964.
The filing alleges that management failed to properly investigate these complaints in violation of company policy. Cody describes further incidents involving Caldwell, including an altercation on October 22, 2025, in Operating Room 13 where he says Caldwell physically attacked him by scratching his face and pulling out a dreadlock from his scalp. “Plaintiff pushed her away only in self-defense,” the document states. Evidence such as photographs of injuries and retained hair are referenced as exhibits.
Cody reports that witnesses Robert Morrison and Ikeshia Williams observed the incident and could confirm he was not the aggressor. Afterward, Caldwell allegedly called others to the parking lot creating what Cody describes as a threatening environment. He says he reported this escalation to supervisors but instead faced suspension pending investigation starting October 23, 2025.
The plaintiff claims he was terminated on October 30, 2025, based on what he calls false allegations outlined in his termination letter—specifically referencing misconduct on October 27 when he says he was not present at work due to paid suspension. Cody argues that “the allegations in the termination letter are factually impossible” because “no such altercation occurred on that day.” He suspects bias during the investigation process due to personal relationships among staff members.
The lawsuit asserts that management’s actions were retaliatory following his protected HR complaint rather than based on any actual misconduct. The document notes that another employee, Grace Martin—who was not present during the altercation—was also terminated around this time with her own related case pending.
Cody details significant consequences resulting from his dismissal: loss of wages, health insurance, benefits, paid time off, retirement contributions, housing instability leading to loss of his apartment, depletion of savings while supporting two infants, and severe emotional distress including anxiety and reputational harm.
The claim is brought under Title VII for retaliation with Cody stating there is “a direct causal connection between Plaintiff’s protected activity and his termination.” He seeks back pay from October 30, 2025 through judgment date—including lost wages and benefits—as well as front pay for future lost earnings. Additional requests include compensatory damages for financial hardship and emotional distress; punitive damages under federal law; reasonable attorney’s fees; an order directing preservation of security footage from October 22; and any other relief deemed just by the court.
Cody is representing himself (pro se) in this matter. The case identification number is Case No. 1:26-cv-00358.
Source: 126cv00358_Cody_v_Advocate_Health_and_Hospitals_Complaint_Middle_District_North_Carolina.pdf
