Whether you’re working at a fast-food restaurant or at the highest levels of a government agency, you are obliged to follow the guidelines that stipulate your duties and responsibilities. When an employee fails to fulfill those obligations, they may be subject to termination. After all, no business or agency should be forced to work with an employee who is not fulfilling their role. On the other hand, an employee should not be terminated for disagreeing with their supervisor. They most certainly should not be terminated for bringing attention to unethical and illegal practices.
That appears to be the situation that longtime West Virginia state government health official Christopher G. Nelson finds himself in after he was allegedly wrongfully terminated by Inspector General Ann Urling for the Departments of Health, Human Services, and Health Facilities. Nelson and his attorney, Lonnie Simmons of DiPiero Simmons McGinley & Bastress in Charleston, filed a complaint on January 23 in Kanawha Circuit Court.
Nelson has worked for the Department of Health and Human Services and the Office of Inspector General in various capacities since 1993. At the time of his termination, Nelson was the director of Investigations and Fraud Management (IFM), which is a division of the Office of Inspector General. He also served as interim Inspector General. His experience has given Nelson keen insight into the proper workings of this agency and what is expected of its employees.
Early Signs of Trouble
In February 2024, former Governor Jim Justice replaced Nelson and appointed Urling to serve as Inspector General. According to the complaint, the first area of concern is that Urling had little or no experience with state and federal programs that were associated with the position. Nelson shared his experiences with Urling and explained the proper procedures the department needed to comply with under state and federal statutes.
“While plaintiff (Nelson) was trying to be helpful, through time it was apparent that defendant Urling did not appreciate some of the comments and concerns raised and, consequently, their working relationship became strained,” the complaint states. “The genesis of this animosity appeared to begin in March 2024 when defendant Urling called plaintiff into her office to discuss the investigation into the tragic event which had occurred in a state facility.
“Defendant Urling was frantic, pacing around her office, and stated, ‘I have got to provide cover for my Governor.’ … According to defendant Urling, Governor Justice was upset about the articles addressing this tragic event and wanted to show that some action was being taken.” In a subsequent meeting, Nelson said he “immediately observed hostile dissatisfaction” from Urling.
The complaint goes on to state that Nelson raised multiple concerns to Urling about wrongdoing and waste. He directly told Urling that he found some of her actions, orders, or comments unethical or criminal.
For example, Nelson states that Urling asked him to target a state official she had issues with. Nelson considered this to be retaliatory and refused to comply. There were multiple other instances in the complaint in which Nelson was obliged to report and document what he considered to be unethical behavior by Urling.
The situation came to a head in the summer of 2025, when Nelson once again called out Urling for failing to follow proper procurement protocols. She called him and terminated him over the phone.
Seeking Justice
As a result of this firing, Nelson says he has suffered emotional distress, embarrassment, harm to his reputation, annoyance, inconvenience, and humiliation. He is seeking compensatory damages, punitive damages, full reinstatement to his position as IFM director, back wages, full reinstatement of fringe benefits and seniority, economic and non-economic damages, court costs, attorney fees, and other relief.
Nelson’s attorney, Lonnie Simmons, has dedicated himself to helping employees across all industries recover what they are due after a wrongful termination. If this is the type of situation you’re dealing with, you owe it to yourself to discuss your options for justice and a remedy. Set up a free consultation with DiPiero Simmons McGinley & Bastress, PLLC.
