Allegations of workplace retaliation and safety concerns have been raised in a new lawsuit filed against a higher education institution and its director of environmental health and safety. The case centers on claims that an employee was subjected to adverse actions after reporting fire safety violations and seeking reasonable accommodations for a disability.
The complaint was filed by Michael Clement in the United States District Court for the Southern District of New York on March 3, 2026. The defendants named are Teachers College, Columbia University (TC), and Patrick Mathelier, who served as Director of Environmental Health & Safety.
According to the filing, Clement began working at TC as Assistant Director of Fire & Life Safety on January 2, 2024. He initially earned an annual salary of $90,000 which increased to $93,000 by September 2024 following a merit raise. Throughout his employment, Clement reported directly to Mathelier.
From the outset of his tenure at TC, Clement alleges he raised issues with fire and life safety policies to his supervisor and others. On January 18, 2024, during a fire drill at Whittier Hall—a residential dormitory—Clement questioned why there was no live instructional component as required by city and state laws. His predecessor confirmed this omission was not standard practice but stated previous attempts to address it with Mathelier were unsuccessful.
The complaint describes repeated incidents where Clement’s concerns about compliance with fire codes were dismissed or met with hostility by Mathelier. For example, after raising issues about lack of annual fire safety information for residents on March 6, 2024, Clement says he was told by Mathelier that such practices would not change despite legal requirements. When Clement continued pressing these matters—including hazardous conditions like blocked exits or disabled alarms—he reports being instructed not to document concerns via email to avoid creating liability for TC.
In addition to alleged resistance regarding fire safety compliance, Clement claims he faced increasing scrutiny over his job performance after making complaints. The suit details how new restrictive communication policies were implemented targeting him specifically—such as bans on cell phone use for work purposes—even though similar practices had been allowed for other employees. Clement attributes these measures to retaliation following his reports about unsafe conditions.
Clement also states that he suffers from chronic mild cognitive impairment due to long COVID symptoms—a condition recognized under the Americans with Disabilities Act (ADA). He asserts that some workplace restrictions imposed by Mathelier made it more difficult for him to manage his duties given his medical needs.
The filing recounts numerous attempts by Clement to seek intervention from human resources staff and college leadership throughout spring and summer 2024. He repeatedly requested performance reviews to document his work amid what he describes as false narratives being created about his conduct by Mathelier. In one instance cited in June 2024 correspondence: “Patrick’s email about ‘directing me’ on May 22nd to formulate a plan…is a complete falsehood…He told me it was never going to happen.”
By August 2024, after further complaints—including requests for access to meeting recordings—Clement was temporarily reassigned away from Mathelier’s supervision but informed this would be short-lived. He continued raising concerns about ongoing noncompliance with fire drill procedures and alleged fabrications regarding directives given by management.
On September 27, 2024—shortly after informing supervisors that he had filed a complaint with the New York State Department of Human Rights—Clement was terminated from employment at TC. According to the termination letter quoted in the suit: “Premature escalation of issues in the absence of sufficient time for the EHS team to remediate a violation” and “Threats to contact external agencies as a means to intimidate others…” were among the reasons cited.
Following his dismissal, Clement reported several campus buildings’ violations directly to city agencies including the Fire Department of New York (FDNY) and Department of Buildings (DOB). The complaint states that TC subsequently received summonses from FDNY Bureau of Fire Protection related to missing signage or maintenance failures across multiple buildings such as Whittier Hall and Zankel Hall; penalties were also issued by DOB.
The lawsuit brings causes of action under Title VII of the Civil Rights Act; ADA; New York State Human Rights Law; New York City Human Rights Law; New York Labor Law Section 740 (whistleblower protection); as well as aiding-and-abetting provisions against individual defendant Mathelier. It alleges unlawful retaliation for protected activities including reporting legal violations and requesting accommodations.
Clement seeks declaratory judgment recognizing unlawful employment practices occurred; compensation for lost wages and benefits; compensatory damages for emotional distress; punitive damages; attorneys’ fees; costs; expenses; along with any other relief deemed appropriate by the court.
The case is represented by Phillips & Associates Attorneys at Law PLLC with attorney John Kealey listed in the filing (Case No.: 1:26-cv-01744).
Source: 126cv01744_Michael_Clement_v_Teachers_College_Complaint_Southern_District_of_New_York.pdf
