Published on: January 5, 2026, 07:23h.
Updated on: January 5, 2026, 07:23h.
- EEOC claims dealer terminated after suffering a heart attack and taking medical leave.
- Allegations suggest casino demanded full compliance and no restrictions to return.
- Agency is pursuing damages, changes in policy, injunction, and a jury trial.
A dealer at the Horseshoe Casino Baltimore asserts that his termination after a heart attack during the night shift was unjust, according to a complaint filed with the US Equal Employment Opportunity Commission (EEOC).
Quann Massey, aged 50, commenced employment at the casino in December 2022, transitioning to the role of dealer in April 2023. Shortly after this promotion, he experienced a heart attack necessitating hospitalization in cardiac intensive care, as detailed in an EEOC lawsuit submitted on December 30 to the US District Court for the District of Maryland.
The complaint alleges that the Horseshoe Casino and its parent company, Caesars Entertainment, acted in violation of the Americans with Disabilities Act (ADA) in their treatment of Massey following his health crisis.
The EEOC indicates that management and human resources were made aware of Massey’s heart attack, ongoing hospitalization, planned surgery, and request for medical leave. Massey was inquiring about his return to work, including options for “alternate schedules, work hours, and potential job modifications.”
Unaware of Termination
Contrarily, the complaint alleges a table games manager informed Massey that he should refrain from returning if he had any medical limitations. He was subsequently removed from the work schedule and instructed that he could take six weeks of leave as per company policy.
Despite these assurances, the EEOC asserts that internal decisions led to Massey’s termination while he believed he was still on authorized medical leave. On May 11, 2023, it was reported that management deliberated over contacting him but ultimately chose to proceed with his dismissal. A notice of termination was issued the next day.
Massey was not informed of his termination and only discovered it when he later inquired about options for returning to work and light-duty assignments.
Management allegedly informed Massey that he “must be able to work full duty without restrictions” and declined to offer light-duty roles, claiming his condition was unrelated to a workers’ compensation issue.
Retaliation Claims
The EEOC asserts that the casino breached the ADA by making employment conditional on the absence of restrictions, failing to facilitate the necessary interactive dialogue, and retaliating against Massey for asserting his rights.
“Employers are prohibited from discriminating against employees with disabilities by hindering their return from medical leave due to related limitations,” stated Debra Lawrence, regional attorney for the EEOC’s Philadelphia District Office.
“Employers have an obligation to engage in an interactive process to identify and implement reasonable accommodations,” Lawrence emphasized. “The Commission is committed to upholding the rights granted by the ADA and addressing any unlawful retaliation or interference.”
The EEOC is seeking back wages, compensatory and punitive damages, mandated changes to the casino’s practices, along with injunctive relief and a jury trial.