Case 4:18-cv-03334 Document 1 Filed in TXSD on 09/19/18 Page 1 of 9

IN THE UNITED STATES DISTRICT COURT
FOR THE SOUTHERN DISTRICT OF TEXAS
HOUSTON DIVISION
JAMEL PARKER,
Plaintiff,
-vSOUTHWEST AIRLINES CO.,
Defendant.

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Civil No. _____________________

PLAINTIFF JAMEL PARKER’S ORIGINAL COMPLAINT AND JURY DEMAND
TO THE HONORABLE UNITED STATES DISTRICT COURT JUDGE:
Southwest Airlines subjected black employees, including Jamel Parker, to extreme race
discrimination.
Southwest allowed its employees to create the “WB,” a whites-only break room. Although
this level of blatant racism sounds almost unbelievable, this whites-only area for white Southwest
employees existed for years until a recent renovation removed the room.
Additionally, in 2017, at Houston Hobby gate 45, a Southwest gate controlled by the
airline, black employees were horrified to find a noose made of bungee cords. Nooses are an
obvious reference to the history of lynching blacks and are hung for the purpose of intimidation
and discrimination.
Southwest also holds black employees to different standards than white employees.
Southwest is quick to fire blacks while whites are given lesser discipline and chances to improve
conduct.

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In this case, Southwest summarily fired Mr. Parker, alleging he damaged a power cord and
did not report it. However, similarly situated white employees who engaged in nearly identical
behavior were not terminated.
•

Scott Weaver, a white employee, hit a belt loader with a baggage cart. Mr. Weaver
did not report the incident. It was only after camera footage was reviewed that
Mr. Weaver, confronted with the evidence, finally admitted to the accident.
Mr. Weaver was only given a letter of instruction, the lowest level of discipline an
employee can receive.

•

Burke Jimmerson, a white employee, hit a tug with the tug he was driving. Only
the employee driving the tug Mr. Jimmerson hit reported the accident. Mr.
Jimmerson “was questioned about the incident 25 minutes later, but did not report
it before he was asked about it,” according to the Transport Workers Union’s
Accident Investigation Form. Mr. Jimmerson was only given a final warning letter.

Why would Southwest terminate Mr. Parker while giving Mr. Weaver a slap on the wrist
and Mr. Jimmerson a chance to correct his conduct?

The answer is Southwest Airlines

discriminates on the basis of race.
I.
PARTIES
1.

Jamel Parker is an individual who resides in Harris County, Texas.

2.

Defendant Southwest Airlines Co. is a Texas corporation headquartered in Dallas

County, Texas. Defendant Southwest Airlines Co. may be served with process by serving it
registered agent, Corporation Service Company d/b/a CSC-Lawyers Inco. at 211 E. 7th Street,
Suite 620, Austin, Texas 78701.

II.
JURISDICTION AND VENUE
3.

This Court has original jurisdiction to hear the merits of Plaintiff’s Section 1981

claims under 28 U.S.C. §§ 1331 and 1343(a)(4). This Court has original jurisdiction to hear the
merits of Plaintiff’s Title VII claims under 42 U.S.C. § 2000e-5(f)(3).
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4.

Venue is appropriate in the Southern District of Texas because the acts giving rise

to this suit occurred in Harris County, Texas.
III.
FACTS
5.

Jamel Parker first started working for AirTran Airlines as a ramp agent at Houston

Hobby Airport on or about September 12, 2008.
6.

After AirTran merged with Southwest Airlines, Mr. Parker became a Southwest

employee on or about July 1, 2013.
A. Southwest Airlines subjected black employees, including Jamel Parker, to extreme race
discrimination.
7.

White employees made their own segregated break room, referred to as the “WB”

for “White Breakroom.”
8.

Mr. Parker first learned about the segregated break room in August 2013, just a

month after he started.
9.

Southwest knew about the White Breakroom; the existence of the segregated

breakroom was common knowledge.
10.

Mr. Parker’s supervisor, Philip Ford, was aware of the White Breakroom’s

existence.
11.

Southwest failed to have the White Breakroom removed.

12.

The only reason the White Breakroom does not still exist today is because of a

renovation that occurred in 2016 or 2017 that turned the room into a supervisor office.
13.

Another example of the race discrimination black Southwest employees were

subjected to at Houston Hobby was when a noose was hung at gate 45, a Southwest gate controlled
by the airline.
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14.

Nooses are an obvious reference to the history of lynching blacks and are hung for

the purpose of intimidation and discrimination.
B. Southwest summarily terminated Mr. Parker for allegedly damaging a cable and not
reporting it.
15.

On or about April 21, 2017, Mr. Parker was driving a pushback (a vehicle used to

push an aircraft away from a gate).
16.

While in reverse, the tow bar attached to the pushback got caught on a power cable

under the jet bridge.
17.

Mr. Parker did not believe he had caused any damage.

18.

Indeed, there was no visible sign of any damage.

19.

Then, on April 28, 2017, Southwest terminated Mr. Parker claiming he damaged

the power cord and did not report it.
C. Southwest Airlines did not fire at least two white employees who engaged in the
same/substantially similar acts as Mr. Parker.
20.

Southwest did not terminate similarly situated white employees who engaged in

nearly identical behavior.
21.

For example, Scott Weaver hit a belt loader with a baggage cart.

22.

Mr. Weaver is white.

23.

Mr. Weaver did not report the accident.

24.

It was only after camera footage was reviewed that Mr. Weaver, confronted with

the evidence, finally admitted to the accident.
25.

Southwest only gave Mr. Weaver a letter of instruction, the lowest level of

discipline that can be given to an employee.

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26.

Southwest summarily terminated Mr. Parker while it gave Mr. Weaver the lowest

discipline possible.
27.

For example, on November 2, 2016, Burke Jimmerson hit a tug (the vehicle that

pulls baggage carts) with the tug he was driving.
28.

Mr. Jimmerson is white.

29.

Although the employee driving the tug that Mr. Jimmerson hit reported the

accident, Mr. Jimmerson did not.
30.

It was only after Mr. Jimmerson was confronted about the accident did he finally

admit to it.
31.

Southwest only gave Mr. Jimmerson a final warning letter.

32.

Southwest summarily terminated Mr. Parker while it gave Mr. Jimmerson a chance

to correct his conduct.
D. Southwest Airlines lied—falsely claiming there was a difference between Mr. Parker’s
accident and Mr. Jimmerson’s accident in an effort to justify its discrepancy in
treatment.
33.

Confronted with the evidence (these two examples) that white employees are

treated more favorably than black employees, Southwest manufactured an explanation for the
difference in treatment.
34.

Southwest proffered that Mr. Parker’s accident was different than Mr. Jimmerson’s

because Mr. Parker had not disclosed his accident and Mr. Jimmerson did.
35.

This statement was a lie.

36.

Mr. Jimmerson did not disclose his accident.

37.

In the course of the EEOC process, Mr. Parker obtained the Accident Investigation

Form concerning Mr. Jimmerson:
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38.

According to the Form, Mr. Jimmerson “was questioned about the incident 25

minutes later, but did not report it before he was asked about it.” (Emphasis added.)
39.

The real reason Southwest Airlines terminated Mr. Parker was because of his race

in violation of Title VII of the Civil Rights Act of 1964 and 42 U.S.C. § 1981.
IV.
EXHAUSTION OF ADMINISTRATIVE REMEDIES
40.

Plaintiff timely filed a charge of discrimination against defendant with the Equal

Opportunity Commission (EEOC).
41.

Plaintiff files this complaint within 90 days after receiving a notice of right to sue

from the EEOC.
42.

All conditions precedent to the bringing of this suit have been satisfied or fulfilled.
V.
RACE DISCRIMINATION UNDER TITLE VII

43.

Plaintiff re-alleges and incorporates the allegations contained in the above

paragraphs as if fully stated herein.
44.

Defendant’s actions in discriminating against Mr. Parker were undertaken because

of his race.
45.

Defendant’s actions constitute violations of the Title VII of the Civil Rights Act of

46.

Due to Defendant’s actions, Mr. Parker has suffered, and continues to suffer,

1964.

damages, including but not limited to, lost wages, both past and future, the value of fringe benefits,
emotional pain, suffering, inconvenience, mental anguish, and loss of enjoyment of life.
47.

Defendant’s actions were intentional, malicious, and committed with reckless

indifference to Mr. Parker’s federally-protected rights.
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VI.
RACE DISCRIMINATION UNDER 42 U.S.C. § 1981
48.

Plaintiff re-alleges and incorporates the allegations contained in the above

paragraphs as if fully stated herein.
49.

Defendant’s actions in discriminating against Mr. Parker were undertaken because

of his race.
50.

Defendant’s actions constitute a violation of 42 U.S.C. § 1981.

51.

Due to Defendant’s actions, Mr. Parker has suffered, and continues to suffer,

damages, including but not limited to, lost wages, both past and future, the value of fringe benefits,
emotional pain, suffering, inconvenience, mental anguish, and loss of enjoyment of life.
52.

Defendant’s actions were intentional, malicious, and committed with reckless

indifference to Mr. Parker’s federally-protected rights.
53.

Defendant’s acted with malice or reckless indifference to the rights of Mr. Parker,

thereby entitling him to an award of punitive damages.
VII.
JURY DEMAND
54.

Plaintiff hereby makes a demand for a trial by jury on all issues, claims, and

defenses in this action.
VIII.
DAMAGES
55.

WHEREFORE, Plaintiff Jamel Parker respectfully requests that the above-named

Defendant, be cited to appear in this matter and that, after jury trial by proof, he be awarded:
i.

Back pay, including but not limited to, lost wages, and other employment
benefits;

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ii.

Front pay, including but not limited to wages, and other employment
benefits;

iii.

Judgment against Defendants for compensatory damages including
emotional pain, suffering, inconvenience, mental anguish, and loss of
enjoyment of life;

iv.

Actual damages;

v.

Punitive damages;

vi.

Injunctive relief;

vii.

Judgment against Defendants for Plaintiff’s reasonable attorneys’
and experts’ fees; and costs of suit;

viii.
ix.

Prejudgment and post-judgment interest as allowed by law; and
Such other and further legal and/or equitable relief to which Plaintiff may
be justly entitled, as this court may deem proper.

WHEREFORE, PREMISES CONSIDERED, Plaintiff respectfully prays that Summons be
issued, and that upon a trial on the merits Plaintiff be awarded the relief requested in this Complaint
and such other and further relief to which he may be justly entitled.
Respectfully submitted,
/s/ Julie L. St. John
Julie L. St. John (Attorney-in-Charge)
Texas Bar No. 24106460
S.D. Texas Bar No. 3139258
Robert J. Wiley*
Texas Bar No. 24013750
S.D. Texas Bar No. 596499
*Board Certified in Labor and Employment Law
by the Texas Board of Legal Specialization
ROB WILEY, P.C.
1651 Richmond Ave.
Houston, Texas 77006
Telephone: (713) 337-1333
Facsimile: (713) 337-1334
jstjohn@robwiley.com
ATTORNEYS FOR PLAINTIFF
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