Campbell Soup VP Caught On Secret Recording, Employee Lawsuit Exposes Shocking Claims About Products And Workplace Discrimination

What You Need to Know Right Now (Read This First)

A Campbell Soup Company executive was allegedly caught on a secret recording making explosive statements about the company’s food products and customers, sparking a workplace discrimination lawsuit and a state investigation into food quality.

Here’s what happened: Robert Garza, a former cybersecurity analyst at Campbell’s, filed a lawsuit in Michigan on November 20, 2025, claiming he was fired in retaliation for reporting discriminatory conduct by Vice President and Chief Information Security Officer Martin Bally.

The key allegations: According to the lawsuit and audio recordings shared with Detroit’s Local 4 news, Bally allegedly made disparaging comments about Campbell’s products, calling them food for “poor people,” referenced “bioengineered meat” and “chicken from a 3-D printer,” and made racist remarks about Indian employees during what was supposed to be a salary discussion meeting in November 2024.

Current status: Campbell’s has placed Bally on temporary leave pending investigation. The company stated the comments are unacceptable and do not reflect its values. Florida Attorney General James Uthmeier announced his Consumer Protection division is launching an investigation into Campbell’s products following the allegations about lab-grown meat, which is banned in Florida.

Who’s involved: The lawsuit names Campbell Soup Company, VP Martin Bally, and supervisor J.D. Aupperle as defendants. Garza claims he was terminated on January 30, 2025, just weeks after reporting the incident to his manager.

What this means for you: If you’re a Campbell’s customer concerned about product quality, the company maintains it uses 100% real chicken from USDA-approved U.S. suppliers with no antibiotics. If you’re a Campbell’s employee or former employee who experienced similar treatment, you may have legal rights under employment discrimination and retaliation laws.

The Secret Recording That Started It All

Robert Garza began working remotely as a security analyst for Campbell’s Camden, New Jersey headquarters in September 2024. When he met with VP Martin Bally at a restaurant in November to discuss his compensation, something felt off.

“I trusted my instinct that something wasn’t right with Martin,” Garza told Local 4 News. What followed was an hour-long conversation that Garza decided to record—a decision that would cost him his job but expose what he calls a toxic workplace culture.

Campbell Soup VP Caught on Secret Recording, Employee Lawsuit Exposes Shocking Claims About Products and Workplace Discrimination

What the Recording Allegedly Contains

The recording, which lasted over an hour and 15 minutes, allegedly captures Bally making several categories of shocking statements:

About Campbell’s Products:

Calling Campbell’s food items for “poor people”
Referring to products as containing “bioengineered meat”
Mentioning “chicken from a 3-D printer”
Stating he no longer buys Campbell’s products because of what’s in them

About Employees:

Making racist comments about Indian coworkers, calling them “idiots” who “don’t know a thing”
Creating what the lawsuit describes as a “disgusting” rant about colleagues

Other Admissions:

According to the lawsuit, Bally allegedly disclosed appearing at work under the influence of marijuana edibles

Campbell’s Official Response

Campbell’s released a statement emphasizing the person alleged to be speaking on the recording works in IT and has nothing to do with how they make their food. The company added: “We are proud of the food we make, the people who make it and the high-quality ingredients we use. The comments heard on the recording about our food are not only inaccurate—they are patently absurd.”

Regarding their chicken products specifically, Campbell’s stated that the chicken meat in their soups comes from long-trusted, USDA-approved U.S. suppliers meeting high quality standards, with all soups made using “No Antibiotics Ever” chicken meat.

The Legal Claims: Employment Discrimination and Retaliation

The lawsuit, designated as Garza v. Campbell Soup Company (case number 25-018465-CD), was filed on November 20, 2025, in Wayne County Circuit Court by the Runyan Law Group.

What Garza Alleges

The lawsuit accuses Campbell Soup Company of:

Maintaining a racially hostile work environment through discriminatory conduct and comments
Retaliating against Garza for reporting Bally’s behavior
Wrongful termination under Michigan employment discrimination laws

The timeline, according to court documents:

November 2024: Meeting occurs where Bally allegedly makes the recorded statements
January 10, 2025: Garza reports the incident to his supervisor, J.D. Aupperle
January 30, 2025: Garza is “abruptly terminated from employment”

According to Garza’s attorney, Garza had no record of disciplinary action and had never been written up for work performance. The lawsuit claims the timing of his termination—just 20 days after reporting the incident—demonstrates retaliation.

Understanding Employment Retaliation Laws in Michigan

Under Michigan law, employers cannot fire or punish employees for reporting discrimination or participating in workplace investigations. Even if an investigation doesn’t result in disciplinary action against the accused party, Michigan law protects employees who report concerns in good faith.

Key protections include:

Elliott-Larsen Civil Rights Act: Michigan’s primary anti-discrimination law prohibiting workplace discrimination based on race, religion, national origin, and other protected characteristics
Federal Title VII: Protects employees from discrimination and retaliation based on race, color, religion, sex, or national origin
Michigan Wrongful Termination Law: Provides remedies when termination violates public policy

What Garza Is Seeking

The lawsuit requests compensation for:

Emotional distress and humiliation
Reputational harm
Economic losses (lost wages and benefits)
Attorney fees and court costs
Other damages the court deems appropriate

Garza told reporters it took him 10 months to find another job after his termination, calling Campbell’s handling of the situation “simply terrible.”

Florida Investigation: Lab-Grown Meat Controversy

The lawsuit took an unexpected turn when Florida officials got involved. Florida Attorney General James Uthmeier announced on X (formerly Twitter) that the state’s Consumer Protection division is launching an investigation into Campbell’s, citing Florida’s ban on lab-grown meat.

Why Florida Is Investigating

Florida passed legislation in 2023 banning the sale and distribution of lab-grown or cultivated meat within the state. The law was part of Governor Ron DeSantis’s agricultural policy, with DeSantis stating at the time: “Today, Florida is fighting back against the global elite’s plan to force the world to eat meat grown in a petri dish or bugs.”

Uthmeier’s statement on social media was direct: “Florida law bans lab-grown meat. Our Consumer Protection division is launching an investigation and will demand answers from Campbell’s.”

The Bioengineered Food Question

Campbell’s has been clear that it does not use lab-grown meat. However, the company has previously disclosed using certain bioengineered ingredients:

Canola grown from genetically modified seeds
Corn grown from genetically modified seeds
Soybean grown from genetically modified seeds
Sugar beet grown from genetically modified seeds

Important distinction: Bioengineered foods (foods containing DNA from genetically modified organisms) are different from lab-grown or cultivated meat (meat produced from animal cells cultured in a laboratory). The FDA requires appropriate labeling for bioengineered foods, which are legal in all 50 states.

Campbell’s maintains that none of its meat products contain lab-grown proteins and that all chicken used in soups comes from traditional USDA-approved suppliers.

Campbell Soup’s History with Consumer Lawsuits

This isn’t Campbell’s first encounter with legal challenges over product labeling and quality. The company has faced multiple class action lawsuits in recent years.

Recent Class Action Cases

V8 Energy Drinks “Natural” Labeling (September 2025): A class action filed in California federal court alleges Campbell falsely advertises V8 Energy drinks as naturally flavored and plant-based, when they allegedly contain synthetic additives including ascorbic acid, citric acid, malic acid, and sucralose.

Beef with Country Vegetables Soup (March 2024): A lawsuit claims Campbell’s Chunky Beef with Country Vegetables soup is misbranded because beef is not the predominant ingredient. Despite beef being prominently featured on the front label, the ingredient list shows carrots and potatoes listed first, suggesting more vegetables than beef.

“No Preservatives” Claims (2020): A class action alleged Campbell tricks consumers by claiming soups contain no preservatives when they actually contain citric acid, ascorbic acid, and succinic acid, which the plaintiffs argue function as preservatives despite Campbell’s labeling.

V8 Splash Labeling (2024): Campbell was sued over claims that V8 Splash products are deceptively labeled as wholesome, naturally-flavored fruit juice beverages when they’re almost entirely water and high fructose corn syrup.

Goldfish Crackers “0g Sugars” (2021): A lawsuit challenged Goldfish cracker packaging featuring “0g Sugars” claims, arguing consumers were misled into believing the snacks were low-calorie when the calorie count per serving was clearly visible on the package. The court ultimately dismissed this case, finding that reasonable consumers would not be deceived when the calorie information was prominently displayed.

What These Cases Reveal

The pattern of litigation against Campbell’s centers on two main issues:

Product labeling accuracy: Whether marketing claims match actual product composition
Consumer protection: Whether average shoppers can reasonably understand what they’re buying

Federal courts have taken varying approaches, with some cases proceeding and others being dismissed based on whether the challenged statements would mislead reasonable consumers.

What This Means for Campbell’s Employees

If you’re a current or former Campbell’s employee who experienced similar treatment, understanding your rights is crucial.

Protected Activities Under Federal and Michigan Law

You cannot be fired or punished for:

Reporting discrimination based on race, color, religion, sex, national origin, age, or disability
Filing a complaint with HR about workplace harassment
Participating in an investigation into workplace misconduct
Reporting illegal activities to government agencies
Refusing to violate a law in the course of employment
Exercising rights under workers’ compensation laws

Signs of Workplace Retaliation

Retaliation can take many forms beyond termination:

Demotion or denied promotion
Reduced hours or pay cuts
Negative performance reviews after making a complaint
Hostile treatment from supervisors or colleagues
Transfer to less desirable positions or locations
Exclusion from meetings or important projects

Steps to Take If You Experience Retaliation

Document everything: Keep copies of emails, performance reviews, complaint submissions, and any communications related to your report
Report to HR: Even if your initial complaint was ignored, create a paper trail by formally reporting retaliation
File with government agencies: Contact the EEOC (Equal Employment Opportunity Commission) or Michigan Department of Civil Rights
Consult an employment attorney: Many employment lawyers offer free consultations and work on contingency (you only pay if you win)
Know your deadlines: Michigan has strict time limits for filing discrimination claims—typically 180-300 days from the discriminatory act

Consumer Rights: Can You Join a Lawsuit?

The current Garza lawsuit is NOT a class action. It’s an individual employment discrimination claim specific to Robert Garza’s termination. Consumers cannot join this case.

However, consumers concerned about Campbell’s product labeling or quality may have other options:

Active Campbell’s Consumer Cases

Several consumer class actions against Campbell’s remain active or recently settled:

V8 Energy “Natural” labeling case (filed September 2025)
Beef with Country Vegetables soup case (filed March 2024)
Various product-specific labeling challenges

How to Know If You Qualify for a Campbell’s Class Action

To potentially join a consumer class action against Campbell’s, you typically need to show:

You purchased the specific Campbell’s product at issue during the relevant time period
You would not have purchased it (or would have paid less) if not for the allegedly false labeling
You have proof of purchase (receipt, credit card statement, or sworn declaration)

For employment-related claims against Campbell’s, different requirements apply based on whether you’re claiming discrimination, harassment, or wrongful termination under employment law.

The Broader Food Industry Context

Campbell’s situation reflects larger debates in the food industry about transparency, labeling accuracy, and corporate responsibility.

FDA Regulations on Food Labeling

The FDA requires companies to:

List ingredients in order of predominance by weight
Accurately represent the characterizing ingredients
Disclose bioengineered food ingredients
Avoid false or misleading statements

Lab-Grown Meat Regulations

As of 2025:

The FDA and USDA jointly regulate cell-cultured meat products
Florida, Alabama, and several other states have banned lab-grown meat sales
No major U.S. food manufacturer is currently using lab-grown meat in retail products
Bioengineered ingredients (GMOs) remain legal nationwide with proper labeling

What “Natural” Really Means on Labels

The FDA has not established a formal definition for “natural” on food labels. The agency states it doesn’t object to the term if:

The product contains no added color, artificial flavors, or synthetic substances
Nothing artificial or synthetic has been included that wouldn’t normally be expected

This ambiguity has led to numerous lawsuits over what qualifies as “natural,” including several against Campbell’s V8 line.

What Happens Next: Legal Process and Timeline

The case will proceed through the early phases of litigation, with Campbell Soup Company and supervisor J.D. Aupperle formally responding to the complaint before the court sets a schedule for discovery, hearings, and motions.

Expected Next Steps

Discovery Phase (3-12 months):

Both sides exchange evidence, including the full recording, HR documents, emails, and personnel files
Key witnesses will be deposed, including Robert Garza, the executives involved, and HR staff
Campbell’s internal investigation findings may be discoverable

Settlement Discussions: Given the potentially damaging recording and public attention, settlement negotiations are likely. Most employment discrimination cases settle before trial, often during or after discovery when both sides better understand the strength of their positions.

Potential Trial: If the case doesn’t settle, it would move through summary judgment motions and potentially to a jury trial. The central questions would be:

Whether Garza was fired in retaliation for reporting discriminatory conduct
Whether the recording supports claims of a hostile work environment
The extent of damages Garza suffered

Typical Settlement Amounts

While every case is unique, employment discrimination settlements can range from:

Smaller cases: $15,000-$50,000
Mid-level cases: $50,000-$200,000
Cases with strong evidence: $200,000-$1,000,000+
Punitive damages cases: Potentially higher with jury trial

Factors affecting value include:

Strength of evidence (the secret recording may be significant here)
Lost wages and benefits
Emotional distress and reputation harm
Whether conduct was particularly egregious
Company size and ability to pay

Protecting Your Workplace Rights: Practical Guidance

Whether you work at Campbell’s or another company, knowing how to document and report workplace discrimination is essential.

How to Safely Report Workplace Misconduct

1. Know your company’s reporting procedures:

Review your employee handbook
Understand the chain of command
Know whether your company has an anonymous hotline

2. Document incidents contemporaneously:

Write down dates, times, locations, and witnesses
Save relevant emails and messages
Keep a personal journal (stored outside work)
Make notes immediately after incidents occur

3. Use proper reporting channels:

Report to HR in writing when possible
Keep copies of all complaints you submit
Request confirmation of receipt
Follow up if you don’t receive a response

4. Understand recording laws: Michigan is a “one-party consent” state, meaning you can legally record conversations you’re part of without the other person’s knowledge. However, workplace policies may prohibit recordings, potentially creating employment (though not criminal) consequences.

Other states have different rules:

One-party consent states: Only one person in the conversation needs to know about the recording
Two-party consent states: All parties must consent to being recorded (California, Florida, Pennsylvania, and others)

5. Seek legal advice before recording: While Garza’s recording may prove crucial to his case, employees should consult an attorney before making workplace recordings to understand both legal protections and potential consequences.

FAQ: Campbell Soup Lawsuit

Q: Can I join the Campbell Soup lawsuit if I’m a customer?

No. The current lawsuit is an individual employment discrimination case, not a consumer class action. Customers cannot join this specific case.

Q: Is Campbell’s using lab-grown meat in their products?

No. Campbell’s has explicitly stated they use 100% real chicken from USDA-approved U.S. suppliers. The comments on the recording allegedly made by a VP are disputed by the company and are being investigated by Florida authorities.

Q: Are Campbell’s products safe to eat?

Campbell’s products meet FDA safety standards and USDA requirements. The lawsuit involves employment discrimination claims and disputed statements about ingredients, not proven safety issues. The company maintains high quality standards for all products.

Q: What bioengineered ingredients does Campbell’s use?

Campbell’s has disclosed using canola, corn, soybean, and sugar beet grown from genetically modified seeds. These bioengineered ingredients are legal nationwide and must be labeled according to FDA requirements.

Q: Can I sue my employer for workplace discrimination?

Potentially, yes. If you experienced discrimination based on protected characteristics (race, religion, national origin, etc.) or retaliation for reporting illegal conduct, you may have legal claims. Consult an employment discrimination attorney to evaluate your situation.

Q: How long do I have to file an employment discrimination claim?

In Michigan, you typically have 180 days to file with the EEOC (extended to 300 days if also filing with the Michigan Department of Civil Rights). Missing these deadlines can bar your claim entirely, so act quickly if you believe you’ve been discriminated against.

Q: What should I do if I recorded my boss saying discriminatory things?

Immediately consult an employment attorney. While Michigan allows one-party consent recording, how you use the recording and whether it violates company policy requires legal guidance. Don’t share the recording publicly before getting legal advice.

Q: Will Campbell’s recall any products because of this lawsuit?

No. The lawsuit involves workplace conduct allegations, not product safety issues requiring recalls. Florida’s investigation is ongoing, but no recalls have been announced or suggested.

Q: How much compensation could Garza receive?

Settlement amounts in employment discrimination cases vary widely. Factors include lost wages, emotional distress, strength of evidence, and whether punitive damages apply. Cases with strong evidence like recordings sometimes settle for six figures or more, but outcomes depend on many factors.

Q: Can Campbell’s fire employees for reporting discrimination?

No. Federal and Michigan law prohibit retaliation against employees who report discrimination in good faith. Employees who are fired for reporting discrimination may have wrongful termination claims.

The Bottom Line: What You Should Know

The Campbell Soup lawsuit exposes the intersection of workplace rights, corporate accountability, and food industry transparency. Here’s what matters most:

For Consumers:

Campbell’s products remain legal and meet federal safety standards
The lawsuit centers on employment discrimination, not product safety
Multiple consumer class actions over labeling are separate from this case
Florida is investigating claims about lab-grown meat, but Campbell’s denies using it

For Employees:

You cannot be legally fired for reporting discrimination
Document everything if you experience workplace misconduct
Michigan and federal law protect whistleblowers and those who report illegal conduct
Retaliation claims often accompany discrimination claims
Consult an attorney quickly—deadlines to file are strict

For Campbell Soup Company:

The secret recording creates significant legal and PR challenges
Settlement may be more attractive than public trial
The case highlights the importance of effective HR response to complaints
Corporate culture and executive conduct face increased scrutiny

Resources and Next Steps

If you experienced discrimination at work:

Equal Employment Opportunity Commission (EEOC): www.eeoc.gov or 1-800-669-4000
Michigan Department of Civil Rights: www.michigan.gov/mdcr
Michigan Legal Help: www.michiganlegalhelp.org
National Employment Lawyers Association: www.nela.org

If you have concerns about Campbell’s products:

FDA Consumer Complaint Coordinator: www.fda.gov/safety/report-problem
USDA Food Safety Hotline: 1-888-MPHotline (1-888-674-6854)

Related Legal Topics:

This article provides general information about the Campbell Soup lawsuit and related legal topics. It is not legal advice. If you believe you have a legal claim related to employment discrimination, workplace retaliation, or consumer protection, consult a qualified attorney in your jurisdiction. Employment discrimination and wrongful termination cases have strict filing deadlines that, if missed, can permanently bar your claims.

Last updated: November 25, 2025

About the Author

Sarah Klein, JD, is a licensed attorney and legal content strategist with over 12 years of experience across civil, criminal, family, and regulatory law. At All About Lawyer, she covers a wide range of legal topics — from high-profile lawsuits and courtroom stories to state traffic laws and everyday legal questions — all with a focus on accuracy, clarity, and public understanding.
Her writing blends real legal insight with plain-English explanations, helping readers stay informed and legally aware.
Read more about Sarah