Former ‘Let’s Make a Deal’ Worker Wins Right to Jury Trial in Buddhist Discrimination Case

LOS ANGELES – A former “Let’s Make a Deal” production worker who says he was fired partly because he converted to Buddhism can take his employment claims before a jury, a Los Angeles judge has ruled.

Los Angeles Superior Court Judge Steven A. Ellis rejected an effort by Fremantle Productions North America Inc. to send Britton Courtney’s case to arbitration. Ellis heard arguments May 15 and took the matter under submission before issuing his final ruling Thursday.

Courtney, 51, alleges wrongful termination, religious discrimination and harassment, retaliation, intentional infliction of emotional distress and violations of the California Labor Code.

Worker Says Manager Wanted ‘Old Britton Back’

According to the lawsuit, Courtney was hired in December 2020 as a warehouse assistant for the “Let’s Make a Deal” production. He converted to Buddhism about four years later.

The complaint alleges that one Fremantle manager responded to changes in Courtney by saying, “We want the old Britton back.” Courtney viewed the comment as showing hostility or aversion to his new religious identity and the values he associated with it.

Courtney later told higher-level managers that he believed he was being targeted for his religious beliefs, according to the lawsuit. He alleged that management appeared uncomfortable with his Buddhist outlook and had made dismissive comments about it.

Safety and Wage Complaints Also Alleged

The lawsuit says Courtney also raised concerns about workplace safety. He alleged the warehouse was overcrowded with equipment and prize merchandise, leaving aisles too narrow to safely operate forklifts and other machinery.

Courtney also claimed forklifts and other heavy equipment were not properly inspected or maintained. He further alleged that his pay did not comply with a union contract.

According to the lawsuit, management told Courtney to take time off to “reflect on his actions.” He was later told the forced leave was tied to tardiness and absenteeism.

Courtney returned to work in January 2025 and faced increased scrutiny from management, the suit alleges. He continued raising concerns and sent an email to higher-level officials.

On Jan. 31, 2025, the same day Courtney emailed management about alleged wage discrepancies under the union contract, he was fired, according to the lawsuit. The complaint alleges supervisors cited an incident several days earlier in which forklift forks damaged a prize.

Arbitration Agreement at Center of Ruling

Fremantle argued Courtney had agreed to arbitrate his employment disputes. Its attorneys said the arbitration agreement was “objectively reasonable and provides a fair and complete mechanism for resolving disputes.”

Courtney said in a sworn declaration that he had been told he would not be paid for season 15 unless he signed required documents, including an arbitration provision embedded in a production policy manual.

“I was not given an opportunity to negotiate the terms of any of these documents,” Courtney said.

Ellis found that in earlier years, the parties signed multiple agreements at the same time, including an arbitration agreement and a deal memorandum with an integration clause.

But in 2024, Fremantle presented Courtney only with a deal memorandum containing an integration clause, and the parties did not execute other documents or agreements, the judge said.

The ruling allows Courtney’s case to proceed in court rather than private arbitration. A case management conference is scheduled for July 24. No trial date has been set.