In July 2025, Atlanta Black Star unveiled a disturbing narrative of prejudice and corporate silence, recounting how L. Lee Tyus Jr., a Black employee at General Mills, was terminated for raising moral objections to racially offensive workplace materials.
Trivializing Tragic History
Tyus, who had been employed at the St. Paul facility since 2019, was deeply troubled by Black History Month flyers posted in the breakroom. These “Fun Facts About Black History” materials recounted atrocities like the Tulsa Race Massacre and the Black Codes, yet displayed them in a tone-deaf “fun facts” style, using colors of the Pan-African flag in a disturbing contrast to the gravity of the content.
He took courage and reported his concerns through the company’s HR channels—only to be dismissed. His complaints were met with chilling remarks that if similar atrocities involving white people were posted, they’d be labeled merely “American Tragedies.”
Silenced for Speaking Up
Tyus’s principled stand—expressed through an internal ethics complaint—resulted in immediate punishment. He was placed on involuntary leave and told to provide medical documentation to return, though he hadn’t requested any leave. His building access was revoked, and when he tried to help others voice their objections, he was promptly escorted out of the workplace.
Despite being rated “on track” in a January 2025 performance evaluation, Tyus was fired less than a month later on March 19, accused of violating unspecified conduct policies.
Fighting Back: A Lawsuit to Uphold Rights
On June 27, Tyus filed a lawsuit in Hennepin County District Court alleging racial discrimination, disability discrimination, and retaliation, in violation of the Minnesota Human Rights Act. Seeking at least $150,000 in damages (plus legal fees and penalties), the suit argues that General Mills punished him for doing what every employee should feel safe doing—speaking out against injustice.
Attorney Naomi Martin of Storms Dworak LLC stressed the moral and legal imperative: “A company of this size should be modeling what it means to support employees who speak up—not firing them.
A Chain of Similar Allegations
Tyus’s case is not isolated. General Mills is concurrently defending other lawsuits exposing systemic racial bias—most notably from Black employees in Covington, Georgia. Those workers claim they have long endured harassment from a management clique dubbed the “Good Ole Boys.” Among the allegations are racist murals, slurs, demotions, and overt discrimination ignored by HR.
What’s at Stake
These lawsuits challenge the corporate façade of inclusion. If brands like General Mills—trusted staples in American households—fail to uphold equality at the workplace, what does that say about broader accountability? Tyus’s case is both a personal act of courage and a reproach to institutions that dismiss moral resistance as disruption.
As the lawsuit proceeds, the spotlight is firmly on General Mills: Will the company demonstrate real commitment to equity and employee safety, or continue enabling culture at odds with its public values?
References
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Atlanta Black Star. (2025, July 7). ‘He Stood Up’: Black General Mills Worker Fired After Objecting to Flyers That Listed the Deadliest Race Massacre In American History As a ‘Fun Fact’. Retrieved from https://atlantablackstar.com/2025/07/07/fun-facts-fired-after-objecting-to-work-flyers-describing-atrocities-against-black-people-former-general-mills-employee-sues-for-retaliation/
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Fox 9 Minneapolis-St. Paul. (2025). General Mills retaliated against worker for reporting ‘offensive’ Black History Month ‘Fun Facts’: Lawsuit. Retrieved from [Source]
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Unheard Voices Magazine. (2025, July 7). Discrimination lawsuit filed against General Mills by ex employee. Retrieved from https://unheardvoicesmag.com/2025/07/07/former-general-mills-worker-sues-over-alleged-racial-retaliation-after-offensive-black-history-fun-fact-flyer/
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