A federal agency was told the role was obsolete - then a job ad surfaced, she claims

Penn told a federal agency the job was gone. Then, a fired worker says, her boss posted it on LinkedIn.

That is the heart of a lawsuit filed May 30, 2026, in federal court in Philadelphia by Kristin Weaver, a former program coordinator at the University of Pennsylvania's Wharton School of Business. For HR leaders, it is a case study in how the reasons you put in writing can come back to be measured against each other.

Weaver worked at Wharton from June 2022 until her firing on October 15, 2024. According to the complaint, she went more than two years without a single written warning - until she asked for medical leave.

On June 4, 2024, Weaver requested leave under the Family and Medical Leave Act for her own serious health conditions, which the filing describes as an exacerbation of her cerebral palsy and covered mental health conditions. The same day, she says, she lodged a complaint accusing her supervisor of discriminating and retaliating against her over the request.

Penn approved the leave. But the complaint alleges that after Weaver moved her start date from June 19 to June 24, her supervisor gave her an Employee Counseling Form on June 21 - her first-ever written discipline, the filing says. Weaver alleges the timing was deliberate, pointing to an email she attributes to him. According to the complaint, he wrote, "Apologies for that, but because you pushed back your leave date, we...

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