A former employee has filed a lawsuit against healthcare networks Northwell Health, Inc., North Shore-LIJ Cardiovascular Medicine, P.C., and Orlin & Cohen Orthopedic Associates, LLP, alleging wrongful termination and retaliation after reporting unethical practices and requesting accommodations for disabilities.
Plaintiff Patricia Lagana filed a complaint claiming discrimination under the Americans with Disabilities Act (ADA), retaliation under federal and state laws, and whistleblower retaliation under New York Labor Law. According to the complaint, Lagana was employed as a compliance director by Healthcare Associates in Medicine until its acquisition by Northwell Health in March 2020. Though retained as an employee after the acquisition, she alleges her job title was downgraded from Director to Manager without a change in responsibilities or pay. Efforts to address this were met with resistance from supervisors, including Susan Waine.
Lagana further alleges persistent bullying and harassment from Waine, who reportedly made derogatory remarks and undermined Lagana’s authority. When Lagana reported these issues to human resources at Orlin & Cohen Orthopedic Associates—where Waine had personal connections—no action was taken. Instead, Lagana experienced retaliatory treatment, including exclusion from communication channels important to her role.
The complaint states Lagana participated in an investigation of a medical assistant suspected of narcotics misuse. Despite raising concerns about patient safety and advocating for disciplinary measures, her warnings were ignored. The same assistant later overdosed on stolen narcotics at work, which Lagana asserts should have been reported to authorities but was not due to internal directives.
Lagana also objected to proposed changes in billing practices that she believed could mislead third-party payors and violate contracts with physicians. Management dismissed her concerns and instructed compliance without question.
Amid these issues, Lagana requested reasonable accommodations for mental health conditions, including PTSD and major depressive disorder. She sought intermittent leave under FMLA but alleges the defendants failed to engage in the required interactive process. She was laid off during approved medical leave, which she claims was retaliatory given its timing in relation to her protected activities.
Lagana seeks relief, including reinstatement or front pay if reinstatement is not possible; compensatory and punitive damages; liquidated damages under FMLA; attorneys’ fees; and costs.
The plaintiff is represented by attorney Susan Ghim of Nisar Law Group P.C. The case was filed in the United States District Court for the Eastern District of New York under case ID 2:25-cv-02799.