Judge Dismisses Key Sections of Former Light & Wonder Executive’s Whistleblower Lawsuit
Federal Judge Dismisses Major Parts of Whistleblower Lawsuit
A federal judge in Michigan has dismissed significant portions of a legal case filed by Michael Amormino, a former executive at Light & Wonder. The court ruled that the claims did not provide enough evidence to move forward under state whistleblower laws or public policy protections.
Background of the Allegations
Michael Amormino was the head of the casino studio for North America starting in May 2022. In July 2024, he accused Dror Damchinsky, the company’s vice president of operations, of pressuring him to falsify financial records. Amormino refused, citing concerns that such actions would breach the Sarbanes-Oxley Act, which protects employees from retaliation when reporting wrongdoing.
After raising internal complaints and filing a report with federal workplace safety regulators, Amormino’s case escalated to a lawsuit. The company publicly stated its intention to contest the accusations vigorously through legal channels.
Judicial Findings and Ruling
Judge Jonathan Grey, presiding in the Eastern District of Michigan, found the legal basis for Amormino’s claims lacking. Specifically, the court highlighted the absence of proof that the employer knew about the Occupational Safety and Health Administration (OSHA) complaint before terminating Amormino. Although he was placed on leave the same day he reported to OSHA and was fired four days later, the timing alone was insufficient to demonstrate causation.
Further Court Analysis and Case Outcome
The court also ruled that the Sarbanes-Oxley Act effectively precluded the public policy claim because it offers similar protections as other safety regulations, including the right to sue in federal court if regulatory agencies do not act promptly. Additionally, Judge Grey recognized OSHA as a law enforcement agency under Michigan’s Whistleblower Protection Act due to its authority to investigate and enforce workplace safety laws.
Claims against the parent company of Light & Wonder were also dismissed because there was no evidence showing these entities acted as joint employers or exercised control over Amormino’s employment.
The court dismissed the whistleblower claims without prejudice, granting Amormino 21 days to submit an amended complaint. Failure to do so could result in the dismissal becoming final and ending the case entirely.
