A former employee has taken legal action against her previous employer, alleging discrimination and wrongful termination. Cierra Wattley filed a complaint in the United States District Court for the Western District of North Carolina on November 21, 2025, accusing MM Packaging US, Inc. of violating her rights under the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA).
The lawsuit details Wattley’s employment history with MM Packaging, beginning with her hiring by Essentra on May 13, 2022. Following MM Packaging’s acquisition of Essentra in November 2022, Wattley continued as a Customer Service Partner/Account Manager due to her qualifications and performance. However, in August 2023, she experienced severe back issues requiring surgery. Despite submitting appropriate documentation for medical leave under FMLA and ADA provisions, Wattley alleges that MM Packaging retaliated against her by issuing a Performance Improvement Plan (PIP) upon her return to work on December 15, 2023.
Wattley’s complaint asserts that the PIP was unjustified and served as a pretext for discrimination based on her disability and retaliation for exercising her rights under FMLA. She contends that MM Packaging failed to provide reasonable accommodations for her condition, such as allowing the use of a cane at work. The situation escalated when she was sent home pending updated medical documentation regarding her cane usage. Before receiving this paperwork, Wattley claims she was wrongfully terminated on December 26, 2025.
In response to these events, Wattley is seeking compensatory damages exceeding $25,000 per claim for physical injury, emotional distress, lost wages, and other related damages. Additionally, she requests punitive damages exceeding $25,000 against each defendant involved. Her legal representation from Spitz, The Employee’s Law Firm argues that MM Packaging’s actions constitute willful violations of federal laws designed to protect employees from discrimination and retaliation.
The case highlights significant allegations against MM Packaging concerning their treatment of an employee dealing with a disability. Wattley’s claims suggest systemic issues within the company’s handling of FMLA requests and accommodations under ADA guidelines. The outcome could have broader implications for how similar cases are addressed in the future.
Representing Wattley is attorney Evan Gungor from Spitz, The Employee’s Law Firm located in Raleigh, NC. The case has been assigned Case ID: 3:25-cv-00933.
Source: 325cv00933_Wattley_v_MM_Packaging_US_Inc_Complaint_Western_District_North_Carolina.pdf
