A remote employee who worked for more than a decade claims she was wrongfully terminated after sustaining a serious head injury that left her with cognitive impairments. The complaint, filed by Elisha Samra in the United States District Court for the Northern District of Ohio on March 19, 2026, names Vubiquity, Inc. and its parent company Amdocs, Inc. as defendants.
According to the filing, Samra alleges that both companies acted as a single employer during her tenure and were responsible for managing her employment benefits, visa sponsorship, and requests for medical leave. She states that she began working remotely from Canfield, Ohio in 2018 after being hired in July 2011 under an E-3 visa for specialty occupation professionals from Australia.
The lawsuit outlines that Samra suffered a severe concussion on May 24, 2023. Medical professionals diagnosed her with significant cognitive impairment affecting her ability to concentrate and think. She immediately notified her supervisors of her need for sick leave. On June 6, 2023, she formally requested continuous medical leave under the Family and Medical Leave Act (FMLA) to recover from her injuries.
Samra asserts that shortly after beginning her leave, the defendants pressured her to return to work part-time due to staffing shortages. Yielding to this pressure, she resumed work on July 5 but continued to experience difficulties due to her condition. That same day she submitted a formal request for reasonable accommodations supported by medical documentation—including reduced hours and extra time for tasks—and disclosed her cognitive impairment during a call with the Chief Technology Officer.
The complaint claims that one week later, on July 12, 2023, Samra’s name was added to an “Operations Optimization Plan” layoff list by the CTO following these disclosures. Internal emails cited in the filing allegedly show that prior to taking FMLA leave and disclosing her disabilities Samra was not slated for any layoff or reduction in force.
Samra further alleges that when she requested an eight-week extension of full-time FMLA leave on August 8 due to ongoing symptoms—supported by her doctor—the defendants only approved half of the requested period and required her to continue working against medical advice. She claims this denial interfered with her recovery.
On September 29, 2023, Samra was informed by Senior Vice President Kevin Munroe that her position was being made redundant. The complaint contends that at no point did defendants discuss relocation or transfer options with Samra despite later stating during Equal Employment Opportunity Commission (EEOC) mediation that the role had been moved offshore to Canada—a reason described as pretextual since they posted an identical job listing in Burbank, California.
The lawsuit details several legal claims: disability discrimination under the Americans with Disabilities Act (ADA) and Ohio law; retaliation under the ADA; interference with FMLA rights; and retaliation under FMLA statutes. Specifically it states: “Defendants discriminated against Samra in violation of the ADA by failing to engage in a good faith interactive process and failing to provide reasonable accommodations for her cognitive impairment.” It also asserts: “Defendants terminated Samra because she utilized and requested continued protected medical leave under the FMLA.”
Samra seeks multiple forms of relief including reinstatement or front pay; compensatory damages for lost wages and emotional distress; punitive damages where applicable; liquidated damages under FMLA provisions; attorneys’ fees; costs; interest; and any other relief deemed appropriate by the court.
The case is represented by attorney Chris P. Wido of Spitz, The Employee’s Law Firm (Case No.: 4:26-cv-00654-SO).
Source: 426cv00654_Samra_v_Vubiquity_Inc_Complaint_Northern_District_Ohio.pdf
