Monette, a resident of South Carolina, was employed as the General Manager of PopStroke’s Myrtle Beach location. The complaint alleges he had significant local market experience and was specifically relied upon to manage seasonal business fluctuations. Prior to his termination, Monette received positive feedback, including during a one-on-one evaluation with the company’s operations manager, and was not placed on a performance improvement plan or formally disciplined.
The dispute centers on Monette’s relationship with another employee. The complaint states Monette did not hire or promote this individual, and PopStroke had no written policy prohibiting such relationships. After the company became aware of the relationship, it instructed Monette that his partner would have to resign. Monette complied, after which the complaint alleges his working conditions materially deteriorated.
Monette claims he was subsequently excluded from operational directives, group communications, and direct supervision. His supervisor allegedly ceased communicating with him directly, relaying instructions through subordinate managers instead. The complaint further alleges Monette was subjected to derogatory comments referencing his “personal life choices” on a near-daily basis during the final months of his employment.
Shortly after these incidents, Monette was terminated. The complaint asserts the company provided vague and inconsistent reasons for the dismissal, later pivoting to claims regarding financial performance and alleged misconduct. These justifications were not documented during Monette’s employment nor communicated to him prior to termination.
Monette alleges that similarly situated managers outside his protected class were treated more favorably. The complaint cites instances where other managers engaged in misconduct, including cohabiting with employees and failing to meet performance expectations, without facing termination or discipline. Additionally, Monette claims PopStroke withheld his earned bonus while paying other managers following their separations.
The complaint asserts seven causes of action, including discrimination on the basis of sex and sexual orientation under Title VII, a hostile work environment claim, breach of contract, breach of the implied covenant of good faith and fair dealing, negligent supervision and retention, intentional infliction of emotional distress, and a violation of the South Carolina Payment of Wages Act.
Monette has filed a timely Charge of Discrimination with the EEOC and received a Notice of Right to Sue. He is seeking actual damages, including back pay and front pay, compensatory and punitive damages, treble damages under the state wage act, and attorney’s fees. The complaint includes a demand for a trial by jury.