She says she flagged harassment and a multimillion-dollar compliance risk — then got shown the door
A former manager at CMA CGM claims she was fired for flagging sexual harassment and a costly I-9 compliance mess.
The lawsuit, filed on April 17, 2026 in the U.S. District Court for the Eastern District of Virginia (Narasimhan v. CMA CGM (America) LLC, No. 2:26-cv-00383), lands squarely in territory that HR leaders know all too well: a harassment claim that, according to the plaintiff, went unaddressed; a whistleblower angle tied to immigration paperwork; and a termination she says was dressed up as something it wasn't.
Nidhara Narasimhan, a Business Process Manager who joined the CMA CGM group in India in 2017 and transferred to the company's U.S. arm in Norfolk, Virginia in October 2022 on an L1A visa, says she was let go on April 22, 2025 under the vague reasoning of "team dynamics." She tells a very different story. According to her account, the firing capped months of alleged retaliation after she raised concerns about a co-worker's behavior, pushed back on a poor performance review, and flagged what she describes as systemic problems with the company's Form I-9 records.
The harassment claims are serious. Narasimhan alleges that a co-worker, Michael Cerefice, escalated unwelcome conduct after she told him in April 2023 to keep things strictly professional. She describes groping incidents on a business trip and at a company Christmas party, indecent exposure in the...
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