Skip to content

Former Kennel Master at U.S. Embassy in Iraq Wins $1.8 Million Verdict in Sexual Harassment Case

U.S. State Department Contractor SOC Fired K9 Expert After She Reported Obscene Behavior and Requests

———-

WASHINGTON, D.C. (February 3, 2025) — On January 24, a federal jury found that SOC LLC, a State Department contractor, exposed a female former employee to illegal sexual harassment while she protected the U.S. embassy in Baghdad, Iraq.

SOC is a wholly-owned subsidiary of Day & Zimmermann, a giant, privately held conglomerate based in Philadelphia.

The jury’s verdict awarded Tracy Sargent $1.825 million in damages after an eight-day trial in Washington, D.C. before U.S. District Judge Carl Nichols. The award included $1.6 million in punitive damages for SOC’s illegal failure to stop the actions of a manager who acted with “malice or reckless indifference” toward the rights of Ms. Sargent, a K9 expert who managed an SOC team that handled bomb-detection dogs.

Jurors learned that Ms. Sargent had already worked very successfully for a different contractor at the Baghdad embassy, burnishing her strong reputation in security and canine operations. SOC recruited her, hiring her in mid-2017 and swiftly promoting her to Operations Kennel Master. Throughout her stint with SOC, Ms. Sargent testified, she faced pervasive harassment from male colleagues and from a key State Department official, whom she was instructed to keep “happy” by doing “whatever he wants.”

Ms. Sargent testified that, in one instance, she was confined in a car with the State Department official and SOC employees while they spoke luridly about pornography and sex acts that they enjoyed, referred to women as “bitches” and “whores,” and repeatedly told her she should kiss a nearby Iraqi soldier to “get him off.”

Ms. Sargent is represented by The Employment Law Group® law firm. Her lawsuit alleged that SOC subjected Ms. Sargent to a hostile work environment in violation of Title VII of the Civil Rights Act of 1964.

After alerting SOC to the harassment — and also to a range of security and safety concerns — Ms. Sargent returned to the U.S. for what she believed would be a temporary respite, she told jurors. Her attempts at follow-up were met with inaction, however, and she was fired without proper notice shortly after the lewd State Department official sent SOC a “loss of confidence” letter about her.

The State Department subsequently investigated the matter and rescinded the letter, finding that Ms. Sargent did nothing wrong and shouldn’t have been fired, jurors heard.

R. Scott Oswald and Adam Augustine Carter, principals of The Employment Law Group, represented Ms. Sargent at trial along with TELG associates Briana L. Scholar and Alexa Calomiris.

“Tracy was hired to protect U.S diplomats and personnel, and she did that job with distinction,” said Mr. Carter. “SOC owed her protection in return, but instead they exposed her to harassers and predators — and after she asked them for help, they fired her.”

“SOC completely failed Tracy,” said Mr. Oswald. “This company claims that it values the safety of its employees, but here it put money first, second, and third. SOC had no staff in Iraq who could help Tracy, and then its U.S. executives sided with her harasser, who held the purse strings. This jury decided not only to compensate Tracy for what she suffered, but also to rebuke SOC with punitive damages — a rebuke that it richly deserved. Tracy’s courage and strength are inspirational, and her victory here is a sharp warning to any company that doesn’t protect its employees.”

———-

Case Information

Sargent v. SOC LLC
No. 1:19-cv-620
U.S. District Court for the District of Columbia
Original complaint filed on March 6, 2019
Fourth amended complaint filed on September 2, 2022 (available here)

———-

About The Employment Law Group

The Employment Law Group® law firm represents whistleblowers and employees who stand up to wrongdoing in the workplace. Based in Washington, D.C., the firm takes cases nationwide.

Advice for Federal Employees Affected by Trump Personnel Actions

Civil Service Laws Still Apply and May Help You

By The Employment Law Group


IMPORTANT: The following post is intended as a general summary and is not individual legal advice upon which you should rely or act. Every case is unique and specific. This article represents our firm’s best wisdom as of February 2025.


Tornado of executive orders originating from the White House

Our law firm deplores the chaotic and possibly unlawful actions that the Trump administration has aimed at dedicated civil servants.

Many federal employees are calling us to seek legal advice. If you face a specific negative action or if you have been notified of a proposed negative action — such as reclassification, forced leave, or layoff — we invite you to consult with our attorneys about your individual situation.

If you’re mostly just confused and anxious, however, read on. We have some general advice and also some thoughts about particular Trump initiatives, including so-called “deferred resignation.”

We will update this page regularly.

Here is our high-level advice right now for all federal employees:

  • Don’t panic. You are protected by a system of laws and regulations that has not disappeared. If you are illegally punished or removed, you will have legal options.

  • Review your personal job goals. Most fundamentally, think about whether you want to continue working in the federal government. Under what terms? Your well-considered job goals should guide your response to various Trump actions.

  • Ignore actions that don’t apply to you. As an example, the Trump administration made a purported offer of “deferred resignation” to most federal employees. If you had no desire to end your civil service career in 2025, and you weren’t already on probation or a performance plan, this offer likely didn’t deserve serious consideration. Don’t get caught up in the drama.

  • Get information from reputable sources. Your coworkers and even your bosses may not understand your agency’s status or plans. Executive orders may not be clear, and they may not be legal. Social media is completely unreliable. On federal employment matters, a few sources that we like are Government Executive and Federal News Network, both of which are credible news outlets; the Partnership for Public Service, a longstanding nonpartisan advocate of effective government; and Civil Service Strong, a new Web site founded by a coalition of employee-friendly organizations we trust.

  • If you are targeted, get good advice. This applies if you are officially notified that your job will be eliminated or changed in some fundamental way. If you belong to a union, ask your steward. Otherwise, or in addition, consult a federal employment attorney. Don’t take any action — positive or negative — without understanding the implications. Sadly, you cannot rely on the Trump administration’s statements. Get an independent opinion.

  • Focus on your own individual battle. “Is this policy even legal?” is a natural question, but it may not be productive. Our law firm believes that some Trump actions against federal employees are likely illegal — but we also believe that it’ll take months or years to sort out. In the meantime, if you are targeted, you need a legal strategy that protects you individually. Rack your brain for facts that are different about your situation, compared to everyone else. A lawyer may be able to use those facts to help you.

  • Know that lawyers are swamped right now. Federal employment lawyers are working overtime to help people who are affected — or just scared — by the Trump administration’s actions. Our own law firm is getting more queries than we can easily handle. Like some other firms, we are prioritizing the cases where we can offer most help. You may need to contact multiple firms to find the help you need.

  • Don’t lose heart. Your work for the United States is valuable. Your career matters. Administrations come and go, but you are protected by robust laws that will mostly survive this time of tribulation. We believe this.

And here are our firm’s thoughts on some specific Trump actions:

  • Senate-approved officers: If you are an Officer of the United States and you believe you have been removed without proper process, our firm may be able to help you. Contact us for a consultation.

  • Schedule P/C: If you’ve been told that your civil service job will be reclassified as “at-will employment” under Schedule Policy/Career or Schedule P/C — which was called Schedule F during the first Trump administration — our firm believes that you may be able to grieve or otherwise contest the reclassification. Contact us for a consultation.

  • DEI program officials: If your civil service job is being eliminated as part of the Trump administration’s assault on workplace equity programs, our firm believes that you may have legal options, depending on your situation. Contact us for a consultation.

  • “Deferred resignation”: Our firm was not a supporter of the “Fork in the Road” email, but at this point we are focused on helping people who face involuntary job actions. We no longer offer consultations on “deferred resignation” unless you have evidence that the government has violated a term of your resignation agreement. If that’s the case, however, our firm may be able to help, depending on specific details.

If you don’t see your question answered here, revisit this page later. We will update it as more Trump anti-employee actions unfold.

To settle Medicare overbilling case, Northern California hospital to pay out more than $10M

Oroville Hospital has agreed to pay more than $10 million to the federal government to settle long-running allegations that the nonprofit medical facility overbilled Medicare and Medicaid while paying kickbacks to doctors, the U.S. Department of Justice and hospital officials said.

The hospital confirmed the settlement, which did not admit wrongdoing, and said it would enter into a “corporate integrity agreement” with regulators. Under the plan, the Butte County hospital will regularly review its claims to Medicare and Medicaid to ensure that treatments are medically necessary and conform to the agencies’ regulations.

>> View full story on The Sacramento Bee

 

[OFFICIAL ANNOUNCEMENT]

California Hospital to Pay $10.25M to Resolve False Claims Allegations

From the U.S. Department of Justice (December 12, 2024)

Oroville Hospital, located in Oroville, California, has agreed to pay $10,250,000, to the United States and the State of California to resolve allegations that it knowingly submitted false claims to Medicare and Medicaid arising from medically unnecessary inpatient hospital admissions, a kickback and physician self-referral scheme and the use of erroneous diagnosis codes. Oroville Hospital will pay $9,518,954 to the federal government and $731,046 to the State of California.

The United States alleged that Oroville Hospital admitted patients and billed Medicare and Medicaid for more expensive inpatient hospital stays when inpatient care was not medically necessary and observation status or outpatient care was appropriate. The United States also alleged that Oroville Hospital illegally incentivized inpatient admissions by paying financial bonuses to doctors who worked full time at the hospital and were in a position to influence whether or not patients were admitted to the hospital. The bonuses paid by Oroville Hospital took into account the volume or value of admissions by these physicians. Oroville Hospital further allegedly submitted claims to Medicare and Medicaid that included false diagnosis codes for systemic inflammatory response syndrome (SIRS), resulting in excessive reimbursement to the Hospital.

“Improperly billing federal health care programs depletes valuable government resources used to provide medical care to millions of Americans,” said Principal Deputy Assistant Attorney General Brian M. Boynton, head of the Justice Department’s Civil Division. “We will continue to protect these critical programs by pursuing those who knowingly claim reimbursement to which they are not entitled.”

» View press release on Justice.gov

 

[ADDITIONAL COVERAGE]

Oroville Hospital to pay $10.25M to feds, state to resolve allegations of kickbacks, false billing

From Chico Enterprise-Record (December 13, 2024)

Oroville Hospital has agreed to pay $10.25 million to the federal government and the State of California to resolve allegations that the hospital engaged in illegal kickbacks to physicians and submitted false billing claims to Medicare and Medi-Cal.

[…]

The civil settlement also includes the resolution of claims brought under the “whistleblower” provisions of the False Claims Act by Cecilia Guardiola and Craig Fisher. Under those provisions, a private party can file an action on behalf of the United States and receive a portion of any recovery.

This newspaper was unable to find specific details about Guardiola or her complaint. However, an email sent to this newspaper on Thursday provided some additional information on Fisher and his complaint. The email was sent by Jessica Curbelo, a content specialist with the Employment Law Group in Washington D.C.

Curbelo’s email stated Fisher filed his complaint in 2020 but that under the terms of the federal FCA, the case remained secret while it was under investigation. With a settlement agreement in place that complaint was unsealed this week.

Curbelo’s email went on to state that Fisher was a physician’s assistant in the hospital’s emergency room. In his complaint she said he “recounts seeing patients being admitted for minor conditions like a runny nose, or being admitted directly from the waiting room — all in pursuit of kickbacks that lured doctors to work at Oroville from as far away as Los Angeles. The lawsuit, which was filed under the federal FCA and the California FCA, claimed that such practices were illegal and defrauded both Medicare and Medi-Cal.”

» View full story on the Chico Enterprise-Record

 

Oroville Hospital to pay $10.25 million to settle kickback and false billing allegations

From Action News Now (December 12, 2024)

OROVILLE, Calif. – Oroville Hospital has agreed to pay a significant settlement of $10.25 million to resolve allegations related to kickbacks and false billing practices, the U.S. Department of Justice announced today.

[…]

As part of the settlement, Oroville Hospital has entered into a five-year Corporate Integrity Agreement with the U.S. Department of Health and Human Services Office of Inspector General. This agreement requires the hospital to implement a risk assessment and internal review process to identify and address compliance risks. An independent review organization will also assess the medical necessity and appropriateness of select Medicare claims and the hospital’s policies and systems for managing referral arrangements.

The settlement also resolves claims brought under the qui tam (whistleblower) provisions of the False Claims Act.

» View full story on Action News Now

 

Oroville Hospital to pay $10.25M in kickback, false claim settlement

From KRCR TV (December 12, 2024)

OROVILLE, Calif. — Oroville Hospital has agreed to pay more than $10 million to the state and federal government, as well as two private plaintiffs, to resolve allegations the hospital violated the False Claims Act and the Anti-Kickback Statute, according to the Department of Justice.

» View full story on KRCR TV

Ashley Coulbourne

Ashley Coulbourne is an evening law student at the University of Baltimore School of Law, where she is expected to graduate in 2027. She is a law scholar, tutoring fellow students in torts law. Prior to her law studies, Ms. Coulbourne earned a Bachelor of Arts in political science with a minor in social justice from Salisbury University.

Before joining The Employment Law Group® law firm, Ms. Coulbourne gained experience as a law clerk at a plaintiff-side firm specializing in debt collection lawsuits.

In her spare time, Ms. Coulbourne enjoys training for half marathons.

Allayna Rajkumar

Allayna Rajkumar is a law clerk at The Employment Law Group® law firm. She is currently an evening student at Stetson University College of Law and anticipates graduating in 2027. Ms. Rajkumar holds a bachelor’s degree in criminal justice from Johnson & Wales University. Before joining The Employment Law Group, Ms. Rajkumar gained extensive experience as a paralegal, assisting veterans with disability benefits.

Claudet Miranda

Claudet Miranda is an evening law student at the University of Baltimore School of Law and expects to graduate in 2027. Prior to working at The Employment Law Group® law firm, she was a paralegal at the Homeless Persons Representation Project in Baltimore, where she worked on public benefit cases with the Economic Justice Team. She helped individuals gain access to entitlement programs and engaged in legislative advocacy relating to public benefits such as food stamps and Temporary Assistance for Needy Families (TANF).

Ms. Miranda received a bachelor’s degree from the George Washington University in women’s, gender, and sexuality studies and political science with a minor in immigration and migration studies.

How to Get Rewarded for Reporting Auto Safety Issues

Who can be an auto safety whistleblower?

Any employee or contractor of a motor vehicle manufacturer, part supplier, or dealership.

What counts as a safety violation under the NHTSA whistleblower program?

There are two main buckets of offenses:

  • Noncompliance with federal safety standards, including issues related to brake systems, tires, crash protection, seat belts, fuel systems, vehicle classification, fuel economy standards, and lots more; and
  • Violations of the National Traffic and Motor Vehicle Safety Act, including untimely recalls, inaccurate reporting, failure to report incidents, and vehicle safety defects.

If you’re in doubt about whether a specific issue is covered by the whistleblower program, it’s best to consult an experienced attorney.

Do I need to report the issue internally before I provide a tip to the NHTSA?

No, the program doesn’t currently require internal reporting.

How can I send a tip to the NHTSA so that I’m sure to be eligible for a reward?

Even after almost a decade, there is still no fixed procedure at the time of writing. The NHTSA says it’s OK just to send them an email or to call them, but our law firm believes that you should take extra steps to safeguard any possible claim for an award. It’s best to ask an experienced whistleblower attorney for advice that’s specific to your situation.

Speaking of: Do I need an attorney to help me submit my tip to the NHTSA?

It’s not required, but we believe it could help your chances. However, be aware that a whistleblower law firm will likely require a share of any reward you receive. Is such a trade-off worth it? Only you can judge this, but it likely depends on the law firm’s experience and skill in whistleblowing matters.

How much is the NHTSA reward? Is there a cap?

If the NHTSA issues a tip-based enforcement action that results in more than $1 million in monetary sanctions — which is a big “if” — the tipster may be eligible to receive an reward that ranges from 10 to 30 percent of the total amount of money collected. As a practical matter, that means that the lowest whistleblower award (apart from zero) would be $100,000. There is no upper limit, and past non-whistleblower-based enforcement actions have resulted in payments of more than $1 billion. A reward could theoretically be in the hundreds of millions.

How many NHTSA whistleblowers have received rewards?

At the time of writing, just one. In 2021, NHTSA issued a $24.3 million reward — the maximum allowed under the program — to a whistleblower who submitted information about untimely recalls and inaccurate reporting of possible defects in more than 1.6 million Hyundai and Kia vehicles. In at least one other case, however, a parts manufacturer agreed to a seven-figure payout to whistleblowers who drew the NHTSA’s attention to dangerous flaws.

When will the NHTSA’s whistleblower rewards program be formalized?

The program is active right now; it just doesn’t have formal regulations. In 2023, long past any deadline to do so, the NHTSA finally published its proposed rule and solicited comments from the public. The next step should be a “final rule,” but we don’t know when that will happen.

The NHTSA has insisted that the lack of a final rule won’t stop it from taking tips and making awards — and its 2021 award proves that, to a degree. But we need real regulations to protect the rights of whistleblowers under this program. In our firm’s view the proposed rule isn’t ideal but, at this point, is better than nothing.

If I become a whistleblower, will the NHTSA keep my identity confidential?

It should. The NHTSA is part of the U.S. Department of Transportation, which generally isn’t allowed to reveal a whistleblower’s identity — nor to disclose any data that would lead to such a revelation.

Will the NHTSA protect me from retaliation by my employer?

If you blow the whistle on an auto safety issue — including internally within your company — it is illegal for your employer to punish you for doing so. This protection is administered via OSHA, as mentioned above. And unlike the NHTSA’s rewards program, OSHA’s procedures are fully in place. The OSHA process can be cumbersome, but it provides a clear path toward justice.

I have a question about auto-safety whistleblowing that isn’t covered here.

Please contact us. We would like to help you.