Megan Lee Garza, a former chauffeur for the city’s senior services division, has taken legal action against the city, seeking her job back, along with back pay, damages, and attorney’s fees. The lawsuit was filed in federal court, and it highlights a troubling pattern of disciplinary actions and alleged discrimination following her advocacy for Pride decorations.
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Garza worked in the Department of Human Services from October 2022 until her termination in May 2026. Her role primarily involved transporting seniors from their homes to local centers, a job she executed until a series of events led to her dismissal.
Events Leading to Garza’s Termination
According to Garza, the troubles began in 2023 after she voiced her concerns about the removal of Pride decorations from the Walker Ranch Senior Center. Following this, she experienced a series of incidents that she claims were targeted harassment.
For instance, in December 2023, her stocking was found separated from her colleagues and thrown on the floor. When she reported this incident, she alleges that the city’s Equal Employment Opportunity administrator accused her of being romantically involved with a female coworker. Garza found this comment to be untrue and uncomfortable.
In June 2024, Garza sought permission from her supervisor to decorate her city-assigned bus for Pride month, a practice she had followed for previous holidays. However, shortly thereafter, her bus was vandalized, and when she reported the incident, she was instructed to remove the decorations instead of receiving an investigation.
After filing her complaints, Garza was transferred to the Doris Griffin Senior Center, a move she opposed due to the increased commute it would require. She claims that a male colleague was offered the same position but was allowed to decline.
Disciplinary Actions and Allegations
In May 2025, Garza was suspended for five days due to “neglect of duty,” which she contested, leading to her suspension being reduced to three days. Throughout 2025, she faced various accusations, including reckless driving incidents that her supervisors claimed were serious but were made without reviewing video evidence.
By early 2026, after filing multiple complaints about the treatment she was receiving, Garza was placed on administrative leave following her report of a sexual harassment incident. This was shortly after she had been encouraged by HR representatives to resign rather than face termination.
Conclusion and City’s Response
Garza asserts that her termination was retaliatory in nature, coming immediately after she reported the sexual harassment allegations. She is currently appealing her termination with the Municipal Civil Service Commission and is awaiting a response from the city.
In response, the city stated that it is carefully reviewing the allegations and is committed to fair and lawful employment practices. They have expressed their intention to defend their personnel decisions in court.
