Former Nashville Paramedic Sues Metro Government for Disability Discrimination
A former Nashville Fire Department paramedic has filed suit against the Metropolitan Government of Nashville and Davidson County, alleging violations of the Americans with Disabilities Act (ADA) arising from his treatment after reporting symptoms of post-traumatic stress disorder (PTSD).
Aaron Read filed the complaint in U.S. District Court for the Middle District of Tennessee on October 20, 2025, asserting that Metro failed to accommodate his disability and retaliated against him after he sought mental-health support following repeated exposure to traumatic incidents.
According to the complaint, Read routinely responded to critical calls involving fatalities and severe injuries. He alleges that over time, he developed PTSD symptoms including insomnia, anxiety, and intrusive memories—particularly following a multi-fatality incident involving children on January 28, 2022. Read claims he made several requests for assistance and time off, advising supervisors that he was struggling mentally and needed support under the ADA and Tennessee’s James “Dustin” Samples Act, a state law protecting first responders suffering from duty-related PTSD.
The complaint states that despite these requests, supervisors failed to initiate the interactive process required by the ADA or offer accommodations such as temporary leave or reassignment. Instead, Read was called to a meeting on April 15, 2024, where he was allegedly threatened with disciplinary and licensure action unless he resigned. Read contends that the resignation was coerced and amounted to a constructive discharge.
Read’s lawsuit alleges two counts: disability discrimination and retaliation. He asserts that other non-disabled employees accused of similar or more serious infractions were treated more leniently and allowed to remain employed, while his own mental-health related difficulties were treated as misconduct. He also alleges that his efforts to raise compliance concerns about the Samples Act and request mental-health support constituted protected activity under the ADA, and that his forced resignation followed closely thereafter.
Citing Sixth Circuit precedent, the complaint references EEOC v. Dolgencorp, LLC (2018) and Jakubowski v. Christ Hospital, Inc. (2010), emphasizing an employer’s duty to engage in good-faith discussions about reasonable accommodations once aware of an employee’s limitations. It also invokes Pennsylvania State Police v. Suders (2004), describing constructive discharge as occurring when working conditions become “so intolerable that a reasonable person… would have felt compelled to resign.”
Read seeks declaratory and injunctive relief, reinstatement or front pay, expungement of disciplinary records, compensatory and punitive damages, and attorney’s fees. He also asks the court to order Metro to revise its policies to ensure compliance with the ADA and the James “Dustin” Samples Act.
