A Yemeni American Muslim man who alleges he was wrongfully terminated following years of discrimination at U.S. Steel’s Great Lakes Works (GLW) plant in Ecorse will have his day in court, after a federal judge denied the company’s attempt to dismiss the case.
The lawsuit, filed in 2022 by the Michigan chapter of the Council on American Islamic Relations (CAIR-MI) on behalf of Jalal Muflihi, accuses U.S. Steel of allowing a hostile work environment and retaliating against Muflihi after he complained about harassment and unequal treatment based on his national origin and religion.
In an order issued Monday by U.S. District Judge Gershwin Drain, the court rejected U.S. Steel’s motion for summary judgment, which argued Muflihi lacked sufficient evidence to support his claims. Instead, Judge Drain found that Muflihi presented ample proof that he faced discrimination and retaliation, including witness accounts that coworkers harassed him with slurs like “terrorist” and “shoe bomber.”
The court also took issue with U.S. Steel’s handling of the allegations.
“Plaintiff was terminated after filing his complaints based on a shoddy investigation into a retiree’s complaints,” Judge Drain wrote. “He has set forth a prima facie case of retaliation under Title VII and the ELCRA [Michigan’s Elliott-Larsen Civil Rights Act].”
Muflihi, who began working at the GLW plant in 2013, claims he was consistently treated unfairly by his supervisor and coworkers. According to the lawsuit, Muflihi was denied training on new equipment and overtime opportunities offered to less experienced non-Muslim, non-Arab coworkers.
He also alleges that his supervisor actively harassed him, refusing to let him take breaks in the break room and recruiting others to monitor and target him. Muflihi further contends that after filing complaints with the company’s human resources department and union, U.S. Steel failed to take action. Instead, Muflihi says he was subjected to retaliation, culminating in his wrongful termination following anonymous and “baseless” accusations that he used a racist slur.
Witnesses who supported Muflihi’s claims of harassment also reportedly faced retaliation, with the supervisor targeting them for unfair discipline, the lawsuit says.
CAIR-MI welcomed the court’s ruling as a victory for workplace accountability.
“His decision shows that even large corporations cannot act with impunity when they allow employees to be harassed and retaliated in the workplace,” CAIR-MI Executive Director Dawud Walid said. “Mr. Muflihi went to work every day trying to earn an honest living to support his family and was targeted for harassment by fellow co-workers based on his national origin and Islamic faith. No person should have to suffer daily insults from coworkers and then face discipline and termination while their requests for equality and safety are ignored. U.S. Steel should answer for the harm that they have caused Mr. Muflihi, and the decision of Judge Drain gives him the opportunity to bring them to justice.”
CAIR-MI Staff Attorney Amy Doukoure added, “With Judge Drain’s order sending Mr. Muflihi’s case to trial, U.S. Steel will have to defend their lack of response… and explain how they failed to act to protect Mr. Muflihi.”
Muflihi is seeking compensation for economic and emotional damages, legal fees, and reinstatement to his former position or a comparable role. The lawsuit also underscores the broader impact of workplace harassment, as Muflihi claims to have suffered severe health issues, including anxiety, PTSD, and high blood pressure, as a result of his experience.
The case will now proceed to trial, where a jury will determine whether U.S. Steel violated Title VII of the Civil Rights Act and Michigan’s Elliott-Larsen Civil Rights Act by failing to address discrimination and retaliating against Muflihi for speaking out.
