A former firefighter paramedic alleges she was wrongfully terminated after raising concerns about payroll practices, workplace conduct, and an incident involving hospital security officers, according to a federal complaint filed on March 11, 2026. The lawsuit was brought by Mary Lynn Shumate Carwile in the United States District Court for the Western District of Virginia against the City of Salem and Matthew Rickman in his individual capacity.
The complaint details that Carwile worked as a full-time Firefighter Paramedic for the City of Salem from January 9, 2023 through February 17, 2025. She asserts that her employment was ended in retaliation for reporting what she believed were violations of city policy and state and federal law. Rickman served as Deputy Chief—and later Acting Chief—of Salem Fire-EMS during part of Carwile’s tenure.
According to the filing, Carwile first reported in July 2023 that her holiday leave balance had disappeared from her timesheet. She raised this issue with supervisors Captain Hartman and Battalion Chief Hollins, referencing city policy that allows employees to carry over up to twelve hours of holiday leave. Her supervisors allegedly told her that unused holiday time simply “goes away” because “that’s how it’s been done for years.” After escalating the matter to Human Resources, a representative confirmed Carwile’s interpretation was correct and contacted Deputy Chief Rickman to address the practice.
Carwile claims that following this report she faced “baseless and targeted accusations” from several captains and battalion chiefs within Salem Fire-EMS. She describes being repeatedly called into meetings for infractions she did not commit. Despite complaints about this treatment to Captain Hartman and Battalion Chief Hollins, no changes occurred. The complaint states that records documenting alleged performance issues began appearing in her personnel file starting December 2024.
In November 2024, Carwile was involved in an incident at Carilion Roanoke Memorial Hospital where she witnessed hospital police restrain an African-American father whose child was receiving emergency care. According to Carwile’s account in the lawsuit, she intervened when an officer applied a neck restraint—a practice restricted under Virginia law—and attempted to ensure the father could breathe. She alleges she was punched by one officer during this intervention. Hospital staff reportedly expressed concern about excessive force used by police.
After reporting these events both internally within Salem Fire-EMS and to hospital authorities, Carwile says she became subject to further scrutiny regarding her documentation practices on incident reports. Supervisors questioned whether certain notes belonged in specific sections of official reports but did not provide clear instructions or follow-up clarification.
The complaint also recounts that following Daylight Savings Time in November 2024, Carwile raised concerns about payment for extra hours worked by overnight staff—a requirement under the Fair Labor Standards Act (FLSA). Initially told such pay had never been issued before because it was “the Salem Way,” management eventually agreed employees would be paid after others raised similar questions.
Carwile continued reporting discrepancies between actual leave accruals and what appeared on employee timesheets through early 2025. Shortly thereafter, she received two written reprimands—one related to use of department-issued equipment during calls (a restriction imposed only on her), another concerning statements made in patient care reports about delays caused by lack of available beds at a hospital.
On February 17, 2025—President’s Day—Carwile was summoned without prior notice to meet with Acting Chief Rickman who informed her she was terminated after reviewing video footage from the November hospital incident. According to the complaint, no Human Resources representative was present due to office closures on the holiday.
The lawsuit brings three main legal claims: violation of Virginia’s Fraud and Abuse Whistleblower Protection Act (FAWPA), wrongful discharge under Virginia public policy (Bowman claim), and retaliation under the FLSA. The plaintiff argues each report she made constituted protected activity under these laws or regulations; further asserting there was no legitimate reason for her termination apart from retaliation for whistleblowing activities.
Among other remedies, Carwile seeks reinstatement or placement in an equivalent position if hers is filled; back pay; restoration of benefits; compensatory damages; punitive damages; liquidated damages; attorney fees; costs; interest; injunctive relief against further violations; or any combination thereof as determined appropriate by evidence presented at trial.
The case is identified as Case No. 7:26-CV-00210-TTC-CKM. Attorney Thomas E. Strelka represents Mary Lynn Shumate Carwile.
Source: 726cv00210_Carwile_v_City_of_Salem_Complaint_Western_District_Virginia.pdf
