Newark Museum of Art worker said he was fired after HR complaints

A former Newark Museum of Art employee said he was fired after lost overtime, a workplace injury and complaining to human resources about alleged misconduct. He also said he was written up for wearing a museum-issued hat.

Shawn Jones, who is representing himself, filed an amended complaint on May 29 in the U.S. District Court in New Jersey against the Newark Museum of Art. The federal docket lists the case as a job discrimination lawsuit.

The amended complaint obtained by Urgent Matter was entered on June 5, the same day a summons was issued to the museum. The museum has not yet filed an answer.

Jones noted in the filing that he received a "Notice of Right to Sue" from the Equal Employment Opportunity Commission on July 23, 2025, before taking the matter to federal court.

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Court documents: Newark Museum of Art retaliation lawsuit

Records from the U.S. District Court for the District of New Jersey.

Urgent MatterAdam Schrader

In his lawsuit, Jones alleged he worked for the museum from about September 2021 to December 2024.

His lawsuit brings retaliation claims under Title VII of the Civil Rights Act of 1964, the New Jersey Law Against Discrimination and the New Jersey Conscientious Employee Protection Act. He also claims wrongful termination in violation of New Jersey public policy.

Jones alleged he first reported workplace misconduct in February 2024, only to face closer scrutiny, discipline, lost overtime, and accusations the museum later used to fire him. The lawsuit does not specify the conduct he reported, but said he believed it was “improper” and reported it “in good faith.”

“Shortly after making this report, Plaintiff experienced a noticeable change in his working conditions,” Jones said in the amended complaint.

Jones said supervisors began treating him differently, leaving him out of workplace communications and assigning physically demanding work without enough help. In one example, he alleged he was left to move heavy tables and equipment alone, even though the work normally required multiple staff members.

“As a result of performing these duties without adequate assistance, Plaintiff sustained a back injury, which he promptly reported to management and documented through Defendant’s injury reporting process,” Jones said in the amended complaint.

From March through July 2024, Jones said the situation escalated. He said he was criticized for work outside his job duties, including reporting tasks for vehicle maintenance that he said were typically handled by another employee.

In May 2024, Jones said he reported “threatening behavior” by a supervisor identified as Peter to a human resources staff member, then escalated the complaint to higher management. But he said “no meaningful corrective action was taken” despite the escalation.

Jones said he received a written disciplinary action for “insubordination” on July 23, 2024, over how he wore a museum-issued hat. The complaint does not detail in what manner he wore the hat.

“The sudden enforcement of minor workplace rules and escalation of routine conduct into formal discipline marked a departure from prior treatment,” Jones said in the amended complaint.

Jones also says his overtime opportunities were cut after he complained, and that overtime was disproportionately given to certain employees, including for assignments not properly posted or that exceeded overtime limits. He said he had done similar overtime work before, but was suddenly told he was not qualified for some assignments.

“The sudden introduction of alleged ‘qualification’ requirements, combined with the preferential assignment of overtime opportunities to other employees, represented a departure from prior practice and supports an inference of pretext and retaliatory motive,” Jones said in the amended complaint.

The dispute deepened in October 2024, when Jones says he reported to human resources that a coworker whose name Urgent Matter is withholding told him about an alleged sexual harassment incident. Jones said he made the report in good faith after hearing repeated complaints.

“Following this report, Plaintiff experienced materially adverse changes in his working conditions, including hostile and uncooperative conduct from the same coworker he had attempted to assist, further contributing to a retaliatory work environment,” Jones said in the amended complaint.

Jones said the situation culminated on December 18, 2024, when allegations were made against him. He denied them.

Those allegations against Jones stemmed from his request to have the day off. But he later contacted human resources to ask if he could return that evening off the clock to help an outside vendor, hoping to supplement his reduced overtime.

Jones said he sought clarification in advance to avoid misunderstanding, and an HR representative approved the regular shift time off over the phone.

The museum later characterized the conduct as improper, according to the complaint. Jones said the museum also treated his earlier absence that day as a failure to report, even though he said the time off had been approved.

Jones said he had video evidence relevant to the December 18, 2024 incident but the museum did not meaningfully review it before deciding against him.

The complaint said Jones tried to provide the evidence on December 19, 2024, but was escorted from the premises. He was fired on December 27, 2024.

“Defendant accused Plaintiff of harassment, threatening behavior, and policy violations,” Jones said in the amended complaint. “Plaintiff denies these allegations and asserts that they were false, unsupported, exaggerated, and not the result of a fair or consistent investigation.”

Jones said he suffered emotional distress, mental anguish, sleep disturbance, insomnia, physical effects, lost wages and lost benefits.

He is seeking back pay, front pay, reinstatement, lost benefits, compensatory damages, punitive damages where allowed, costs, attorney fees, interest and other relief. He has demanded a jury trial.

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