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A former high-ranking executive at Swiftly Systems Inc. has filed a federal lawsuit accusing the company and its legal counsel, Littler Mendelson, of conspiring to fire her in retaliation for exposing CEO misconduct. The lawsuit, filed in New York federal court on Tuesday, alleges sex discrimination, racial bias, national origin bias, and retaliation under Title VII, Section 1981, and New York human rights laws.

Jiin Ko, who is Korean American and previously served as Swiftly’s chief people officer, claims she was abruptly informed on Monday that her employment would be terminated, effective March 7.

A Power Struggle Unfolds

Ko, who joined Swiftly in 2023, quickly took on additional roles, including chief financial officer and overseeing IT operations. But tensions escalated when she began questioning CEO Henry Kim’s alleged discriminatory practices and financial conduct.

According to the lawsuit, Kim harbored “deeply bigoted views” toward women, caregivers, and Koreans, making statements that clashed with federal civil rights laws. Ko alleges that Kim explicitly resisted hiring executives with young children and showed disdain for workplace accommodations under the Pregnant Workers Fairness Act.

Ko also accuses Kim of using Swiftly’s corporate funds for lavish personal expenses, including relocation costs, a Super Bowl trip with an investor, and a high-end United Global Services Membership.

When Ko raised concerns about these issues, she says she became the target of retaliation.

From Leadership to the Sidelines

Rather than addressing her complaints, Ko alleges that Kim reassigned her responsibilities to a white male executive with no HR experience, justifying the move with sexist remarks. He allegedly dismissed Ko’s leadership, claiming she lacked charisma and stating that certain discussions should happen “white man to white man.”

Kim also publicly undermined Ko in front of Swiftly’s executive team, challenging her expertise and humiliating her in meetings. When Ko confronted him, she alleges he dismissed her condescendingly, referring to her as a “good girl.”

The Retaliation Intensifies

By September, Ko had filed a formal complaint against Kim for discrimination and retaliation. Instead of investigating her concerns, the CEO allegedly pressured her to withdraw the complaint, even threatening suspension if she refused. Ko stood her ground.

The following month, she escalated her claims by informing Swiftly’s outside counsel at Littler Mendelson. However, rather than protecting her, she alleges the firm facilitated further retaliation. Ko says she was abruptly placed on indefinite leave just before a key board meeting.

During the months-long leave, Ko filed a charge of discrimination with the U.S. Equal Employment Opportunity Commission against Swiftly, Kim, and Littler. She was scheduled to return to work on March 3, but the night before, she was informed her position had been eliminated, setting the stage for her March 7 termination.

Littler Mendelson Pushes Back

Littler Mendelson has denied any wrongdoing, asserting that Ko’s claims attempt to interfere with the firm’s attorney-client relationship.

“We believe there is no legal basis for any of her claims in this lawsuit, and we intend to defend against those claims vigorously on behalf of the client and our firm,” said Jennifer Klein, Littler’s senior director of marketing.

Representatives for Ko, Kim, and Swiftly have not yet responded to requests for comment.

Legal Battle Ahead

Ko is represented by attorneys Jeremy Heisler, Russell Kornblith, and Miranda Katz of Sanford Heisler Sharp McKnight LLP. Counsel for Kim, Swiftly, and Littler has yet to be disclosed.

As the case unfolds, it promises to shine a harsh spotlight on corporate power dynamics, discrimination, and the legal responsibilities of firms entrusted with workplace justice.