Robert Garza thought he was walking into a standard salary discussion when he met with a superior at Campbell Soup Company. Instead, he sat through what he says was an hour-long tirade that left him feeling sick.
Garza suggested to Local 4 News that he felt, “something wasn’t right with Martin,” a vice president and chief information security officer at the food company (1).
What Garza heard — and also recorded — would ultimately cost him his job. Now, the Monroe, Michigan resident is suing Campbell’s, claiming he was fired in retaliation for trying to do the right thing.
Garza began working remotely as a security analyst for Campbell’s Camden, New Jersey headquarters in September 2024. Later that year, he met with Bally at a restaurant to discuss his compensation. But the conversation quickly veered off course.
According to Garza’s lawsuit filed in Wayne County Circuit Court (2), Bally launched into what the complaint describes as a “disgusting” rant about the company’s products and employees. The recording, which lasted over an hour and 15 minutes, allegedly captured Bally making racist remarks about Indian coworkers and disparaging comments about Campbell’s customers.
“We have s–t for f–king poor people. Who buys our s–t? I don’t buy Campbell’s products barely anymore. It’s not healthy now that I know what the f—‘s in it,” Bally allegedly said in the recording. “Bioengineered meat — I don’t wanna eat a piece of chicken that came from a 3-D printer.”
The rant didn’t stop there. According to the lawsuit, Bally made several derogatory comments about Indian employees, calling them “idiots” and saying they “couldn’t think for their f—ing selves.”
Garza also alleges in the filing that Bally admitted to regularly coming to work high from marijuana edibles.
“He has no filter,” Garza said. “He thinks he’s a C-level executive at a Fortune 500 company and he can do whatever he wants because he’s an executive.”
Garza kept the recording to himself at first. He said he felt “pure disgust” after the meeting and needed time to process what he’d heard. But in January 2025, he decided he couldn’t stay silent.
He went to his direct supervisor, J.D. Aupperle, to report Bally’s behavior — particularly the racist comments about their coworkers.
“He was really sticking up for other people,” said Zachary Runyan, Garza’s attorney. “He went to his boss and said, ‘Martin is saying this about Indian coworkers we have, he’s saying this about people who buy our food — who keep our company open, and I don’t think that should be allowed.’”
Twenty days later, Garza was blindsided. He was fired on Jan. 30, 2025.
“The response to Robert sticking up for other people is he gets fired, which is ridiculous,” Runyan said.
The termination was especially shocking, Garza said, because Bally had praised his work performance during that same December meeting. According to Runyan, Garza had never received any disciplinary action or write-ups. “He had never had any disciplinary action, they had never written him up for work performance,” Runyan said.
Garza said he received no follow-up from Human Resources or anyone else at Campbell’s. No investigation. No explanation. Just a termination.
It took him 10 months to find another job.
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The lawsuit accuses Campbell Soup Company of maintaining a racially hostile work environment and retaliating against Garza for raising concerns. It names the company, Bally and Aupperle as defendants. Garza is particularly frustrated by the disconnect between Campbell’s public image and how he was treated.
“They have a motto: ‘We treat you like family here at Campbell’s — come work for us,’” he said. “‘We treat our employees like family.’ That’s not the case.”
Campbell Soup Company issued a statement Thursday evening saying, “If accurate, the comments in the recording are unacceptable. They do not reflect our values and the culture of our company. We are actively investigating this matter.”
But for Garza, that response feels too little, too late. He calls the company’s handling of the situation “simply terrible.”
If you witness workplace misconduct — whether it’s discrimination, harassment or something else that violates company policy — here are some steps you can take:
Document everything. Keep detailed records of what happened, when and who was involved. If your state allows one-party consent recording, that can be powerful evidence (3).
Report through proper channels. Go to HR or use your company’s ethics hotline. Put your complaint in writing so there’s a record (4).
Know your rights. Federal law protects employees from retaliation when they report discrimination or harassment. If you’re fired or demoted after making a complaint, you may have legal recourse.
Consult an employment attorney. If you believe you’ve been retaliated against, talk to a lawyer who specializes in employment law. Many offer free consultations.
**Consider outside agencies. **The Equal Employment Opportunity Commission (EEOC) investigates discrimination complaints. You typically have 180 days to file a charge (5).
For Garza, standing up felt like the only option — even if it cost him everything. Now he’s hoping the legal system will prove he made the right choice.
We rely only on vetted sources and credible third-party reporting. For details, see our editorial ethics and guidelines.
Detroit Local 4 News (1); Law.com (2) Barrett & Farahany (3); U.S. Equal Employment Opportunity Commission (4); EEOC (5)
This article provides information only and should not be construed as advice. It is provided without warranty of any kind.
