In a ruling that shut the courthouse doors on a workplace discrimination fight, the Amazon Pansexual lawsuit escape unfolded Tuesday when a federal judge dismissed a former employee’s claims that he was harassed and fired for speaking up.

U.S. District Judge Mary M. Rowland granted summary judgment to Amazon.com Services LLC, rejecting Dajon Collins’ lawsuit alleging sexual harassment, sex discrimination and retaliation under Title VII.

At the center of the case: alleged slurs, internal complaints, and more than six hours of unexplained “idle time.”

Performance or Pretext?

Judge Rowland said Collins could not overcome the company’s documented performance concerns.

“The undisputed facts show Collins’s job performance failed to meet Amazon’s legitimate expectations,” she wrote. Within a matter of days, Collins was cited for two idle time violations totaling 183 minutes and 210 minutes. When asked to explain the lengthy work gaps, he offered no concrete justification.

Under company policy, workers who accumulate more than 30 minutes of unexplained idle time face discipline. More than two hours can trigger termination. Collins’ violations crossed that threshold.

The judge said questioning a supervisor’s business judgment is not enough to cast doubt on an employer’s stated reason for firing an employee — a finding that dismantled both his discrimination and retaliation claims.

Allegations of Slurs and Harassment

Collins told the court he began working as a fulfillment associate in 2020. He alleged that in May 2023, a colleague serving as a learning ambassador began mistreating him. According to the lawsuit, the co-worker believed he was gay, implied to others she disliked him and in September 2023 used a homophobic slur about him to another employee.

Collins said he reported the conduct to human resources. After investigating, Amazon said it could not substantiate the slur allegation.

He lodged another complaint in November 2023, alleging the same colleague called him “stupid.” That claim, too, was found unsubstantiated after an internal review. Collins also alleged the co-worker stared at him and mocked his walk.

In March 2024, Amazon cited Collins for the two idle time violations and terminated him. He filed suit in June 2024, arguing he was punished for reporting harassment and subjected to discriminatory treatment on the job.

Court Finds Claims Fall Short

Judge Rowland acknowledged that slurs in the workplace are “egregious.” But she concluded the overall conduct Collins described did not rise to the legal threshold of severe or pervasive harassment.

Most of the alleged remarks occurred outside Collins’ presence, and the co-worker did not threaten his safety, the court noted. At Collins’ request, Amazon reassigned him to a different worksite to avoid proximity to the colleague.

Collins argued the co-worker was not disciplined and was treated more favorably, while he was faulted for documenting her behavior and ultimately fired. But the judge said the colleague could not serve as a valid comparator because there was no evidence she accumulated similar idle time. Broad claims that female or heterosexual workers were treated better lacked specific support, the court found.

“The small number of harassing remarks based upon plaintiff’s sexual orientation,” combined with the fact that most were made outside his presence, were not objectively hostile enough to proceed, the judge wrote.

Representatives for Collins and Amazon did not immediately respond to requests for comment.

Collins is represented by Nathan Charles Volheim, Yasmeen Elagha and Chad William Eisenback of Sulaiman Law Group Ltd. Amazon is represented by Lindsey M. Hogan and Taylor Lee Haran of Faegre Drinker Biddle & Reath LLP.

With the ruling, the Amazon Pansexual lawsuit escape underscores a legal tightrope: allegations alone are not enough. In employment law, documentation — even measured in minutes — can tip the scales.