In a striking legal battle, a former employee has accused her previous employer of discriminatory practices that led to her unjust termination. Kalyn A. Marshall filed a complaint against Privia Health, LLC in the District Court of Harris County, Texas on March 28, 2025. The lawsuit alleges that Privia Health engaged in discriminatory conduct based on gender, age, religion, and perceived disability.
Kalyn A. Marshall, who had been employed by Privia Health for seven years and served as the Human Resources Manager for the Gulf Coast Market, claims she was terminated under false pretenses shortly after her marriage in June 2024. According to the complaint, Marshall was an exemplary employee with no history of reprimands or poor performance reviews. However, following her marriage announcement and subsequent inquiries about potential pregnancy plans from coworkers and management, she faced increased scrutiny and was eventually terminated.
The lawsuit outlines several allegations against Privia Health. Marshall asserts that after announcing her engagement and later her marriage in 2024, she became the target of discrimination due to her expressed intention to start a family. She argues that this discrimination was rooted in gender bias against women of childbearing age and religious discrimination because of her Christian beliefs regarding family planning.
Marshall's complaint details how she was informed of an audit into HR processes at the Gulf Coast Market just before her wedding. This audit allegedly stemmed from an unrelated employee's misconduct but was used as a pretext to scrutinize Marshall's work unjustly. Despite participating transparently in the audit process without fear of reprimand, she was abruptly terminated upon returning from her honeymoon for alleged deficiencies in handling background checks and maintaining I-9 records—claims she disputes given that these responsibilities were not solely hers.
The plaintiff accuses Privia Health of retaliating against her for raising concerns about discriminatory hiring practices within the company. She claims that older female employees beyond childbearing years were not subjected to similar treatment or termination despite comparable circumstances.
Marshall seeks compensatory damages exceeding $250,000 but less than $1 million for lost earnings, emotional distress, damage to reputation, and other employment benefits lost due to wrongful termination. Additionally, she requests punitive damages citing reckless indifference by Privia Health towards state-protected rights under Chapter 21 of the Texas Labor Code.
Represented by attorneys Charles P. Dunkel Jr. and Ashley N. Thomson from Thomson Dunkel Law PLLC, Kalyn A. Marshall is pursuing justice through this legal action while highlighting systemic issues within workplace environments concerning gender and religious biases.
The case is presided over by Judge Tianni Williams under Case ID 2025-21349 at the 165th Judicial District Court in Harris County.