FOR IMMEDIATE RELEASE
Complaint alleges race and gender discrimination, hostile work environment, and retaliation tied to employment in the NBA Social Responsibility Department.
Bronx, New York — February 25, 2026 — Bria S. Feliu filed a civil action in the Supreme Court of the State of New York, County of the Bronx, against the National Basketball Association, the National Basketball Association League, NBA Properties, Inc., and individual defendants Todd Jacobson, Evelyn Stone, Eric Dimiceli, Kathleen Behrens, Barbara Bush, and Penelope Jones. The complaint alleges race- and gender-based discrimination, hostile work environment, and retaliation arising from Ms. Feliu’s employment within the NBA’s Social Responsibility Department.
The case asserts claims under the New York State Human Rights Law and the New York City Human Rights Law. The complaint alleges that Ms. Feliu was treated less well because of race and gender; that she was subjected to a hostile work environment; and that she experienced retaliation after engaging in protected activity. The pleading further alleges that these practices culminated in termination and other adverse treatment.
Background Allegations
According to the verified complaint, Ms. Feliu is a marketing and production professional, described as highly qualified, with an Emmy award and graduate credentials. The pleading alleges that her qualifications were well known in the workplace and that she was recruited and hired into the NBA’s Social Responsibility Department through a process involving internal introductions and interviews in late May and early June 2021. The complaint alleges she transitioned from a unionized project-employee role (NABET) in the New Jersey office into the position at issue.
The complaint alleges that from the outset and throughout the course of employment, Ms. Feliu performed high-level work while being treated as subordinate labor and being denied advancement. The pleading alleges that she repeatedly sought clarity, parity, and fair evaluation in her role and compensation, and that these efforts were met with responses that discouraged escalation and reinforced consequences for raising concerns.
The complaint further alleges that the working environment in the Social Responsibility Department included inequitable assignment of responsibilities, disparate treatment, and management conduct that, in Ms. Feliu’s view, reflected race- and gender-based bias. The pleading states that these issues were not isolated events but part of an ongoing pattern tied to supervision, evaluation, and access to opportunities.
Allegations Concerning Workplace Treatment and Advancement
The complaint alleges that Ms. Feliu’s work was repeatedly framed through an “assistant” lens, despite the substance of her contributions. The pleading alleges that Ms. Feliu was tasked with significant responsibilities connected to storytelling, production, and marketing functions, but that the workplace treated her role as expendable or subordinate, limiting advancement and recognition.
The complaint further alleges that Ms. Feliu sought opportunities commensurate with her skill set and credentials and that she was denied advancement even while comparable roles were posted at pay rates Ms. Feliu alleges were similar to hers and required materially less experience. The pleading also alleges that Ms. Feliu received praise for performance and an 11% raise to $74,500, while still experiencing barriers to meaningful progression.
According to the complaint, when Ms. Feliu raised concerns related to workload, role definition, compensation, and professional treatment, management responded in ways that discouraged her from pursuing further internal review or escalation. The pleading alleges that the consequence was a chilling effect—an internal message that pushing for fairness would carry a cost.
Allegations Concerning Management Conduct and HR Processes
The complaint identifies multiple individual defendants and describes their roles, involvement, and interactions with Ms. Feliu. The pleading alleges that management conduct included micromanagement, marginalization, and increased scrutiny. It further alleges that these behaviors were not neutral management practices, but were linked to race and gender and were deployed in a manner that undermined Ms. Feliu’s standing and career trajectory.
The complaint also alleges that internal HR and Employee Relations processes operated as deterrents rather than protections. According to the pleading, when Ms. Feliu raised concerns about treatment and workplace dynamics, HR processes did not function as a meaningful corrective mechanism. Instead, the complaint alleges that internal processes were used in ways that increased vulnerability and isolation.
The complaint alleges that these patterns intensified after departmental changes, including leadership departures and layoffs, and that the environment became more punitive toward Ms. Feliu. The pleading alleges that management leveraged discretion to elevate scrutiny and diminish support, affecting both day-to-day conditions and longer-term opportunities.
Allegations Concerning Protected Activity and Retaliation
The complaint alleges that Ms. Feliu engaged in protected activity by opposing what she believed were discriminatory practices and inequitable workplace conduct. The pleading alleges that, after Ms. Feliu raised concerns and objected to certain treatment, she faced retaliation and was treated less well.
As pleaded, the retaliation is alleged to include adverse changes in management posture, workplace exclusion, and heightened scrutiny, along with additional actions alleged to be reasonably likely to deter protected activity. The complaint asserts retaliation claims under both the New York State Human Rights Law and the New York City Human Rights Law.
The complaint further alleges that workplace conditions and management responses were designed to pressure compliance rather than encourage reporting; and that when Ms. Feliu continued to advocate for fair treatment and object to conduct she viewed as discriminatory, the response escalated toward termination.
Termination Allegations
The complaint alleges that on November 4, 2024, Ms. Feliu’s employment was terminated “effective immediately.” The pleading alleges that the termination occurred without a performance improvement plan or coherent explanation at the time of discharge.
The complaint further alleges that the termination was expedited to prevent an internal transfer and that Employee Relations personnel were involved, including defendant Evelyn Stone. According to the complaint, the termination was not a neutral personnel decision; rather, it was part of the alleged retaliation and discriminatory pattern.
The pleading alleges that this termination was not supported by transparent, fair, or consistently applied performance standards, and that it served to finalize the adverse consequences Ms. Feliu alleges she experienced after raising concerns about workplace treatment.
Employer Structure Allegations: Integrated Enterprise and Joint Employer
The complaint alleges that the NBA entities functioned as an integrated enterprise and/or joint employers. The pleading references “employer-of-record” wage record inconsistencies among the defendant entities and alleges that these structural relationships matter because responsibility for employment decisions, policies, supervision, internal investigations, and termination can be shared or coordinated.
According to the complaint, this integrated-enterprise and joint-employer framing is relevant to the scope of liability and the ability of the defendants to avoid accountability by shifting responsibility across related entities. The pleading alleges that the enterprise structure should not shield any entity from scrutiny for the alleged discriminatory and retaliatory conduct.
Legal Claims Asserted
The complaint asserts claims under:
New York State Human Rights Law (N.Y. Exec. Law § 296) for discrimination based on race and gender, hostile work environment, and retaliation; and
New York City Human Rights Law (N.Y.C. Admin. Code § 8-107) for discrimination based on race and gender (including “treated less well” standards), hostile work environment (including “treated less well” standards), and retaliation (including conduct reasonably likely to deter protected activity).
The complaint sets forth six causes of action in sequence: NYSHRL race and gender discrimination, hostile work environment, and retaliation, and NYCHRL race and gender discrimination, hostile work environment, and retaliation.
Relief Sought
The complaint states Ms. Feliu seeks compensatory damages, emotional distress damages, punitive damages where permitted, injunctive and declaratory relief, and attorneys’ fees and costs as authorized by law.
The complaint also seeks relief intended to address the alleged discriminatory and retaliatory practices described in the pleading.
Statement from Counsel
Eric Sanders, Esq., counsel for Ms. Feliu and principal of The Sanders Firm, P.C., stated:
“This case is about workplace accountability and the enforcement of New York’s civil rights protections. The complaint alleges that a highly qualified professional was treated less well because of race and gender, subjected to a hostile work environment, and retaliated against after opposing discriminatory practices. When internal processes fail to protect employees and instead operate as deterrents, the law provides a remedy. This complaint seeks to enforce those protections and to secure meaningful relief consistent with New York’s standards.”
Counsel emphasized that the complaint is a public filing and that the lawsuit will proceed through the judicial process where evidence will be developed and claims adjudicated.
Venue and Filing Status
The summons states the action is brought in Bronx County Supreme Court at 851 Grand Concourse, Bronx, New York 10451, Index No. 803609/2026E.
About The Sanders Firm, P.C.
The Sanders Firm, P.C. is a New York-based law firm that litigates civil rights and employment matters. The firm represents individuals in discrimination, retaliation, and workplace accountability cases.
Media Contact
Eric Sanders, Esq.
The Sanders Firm, P.C.
30 Wall Street, 8th Floor
New York, NY 10005
Tel: (212) 652-2782
Important Notice
This press release summarizes allegations contained in a filed complaint. Allegations are not findings. All defendants deny wrongdoing unless and until proven in court.
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Read the Verified Complaint