A former employee is suing Breakthru Beverage Nevada, alleging the company’s HR team brushed off her harassment reports, left her accused supervisor in charge, and pushed her toward resigning.
The suit, filed on April 9, 2026, in the U.S. District Court for the District of Nevada (Boccia v. Breakthru Beverage Nevada, LLC, Case No. 3:26-cv-00254), lays out a series of allegations that read like a case study in how not to handle a workplace harassment complaint.
Gianna Boccia says she held a non-managerial role at Breakthru Beverage’s Spanish Springs, Nevada facility from around July 1, 2024 to February 18, 2025. She alleges her supervisor, Ryan Sanders, made unwelcome remarks about her appearance, told her they should be married, described his sexual activities with other women, and called her as many as four or five times a day while she was off the clock to discuss personal matters. She also alleges he followed her and showed up around her so often, without any work-related reason, that she believed he was stalking her.
What happened after she spoke up, though, is where the case gets especially relevant for HR professionals.
Boccia says she reported the conduct to HR employee Jennifer Heinz and Sales Manager Kevin Prentic. According to the suit, the company did not carry out a fair or thorough investigation. Sanders, she alleges, was left in place as her direct supervisor — and then began retaliating. She says he shifted her to later hours, gave her longer and less desirable assignments, pulled back support he had previously provided, and told her he would stop working around her school schedule.
Prentic, meanwhile, allegedly asked her on multiple occasions when she planned to put in her two-week notice.
On or about January 30, 2025, Boccia emailed Heinz to flag that the harassment and retaliation were still going on and that Prentic was now part of the problem. The response, she alleges, came on or about February 16, 2025: Heinz told her Prentic’s conduct did not constitute harassment, said her educational schedule would not be accommodated, and asked whether she was going to resign by the end of the month.
The suit also alleges the company had previously tolerated, trivialized, and concealed similar behavior by Sanders aimed at other female employees. Boccia further claims she had been reassigned at one point to avoid a vendor who had sexually harassed her, only for Sanders to reverse that move and force her back into regular contact with the same vendor.
Boccia is seeking compensatory, punitive, and economic damages, along with attorney’s fees and costs.
Breakthru Beverage has not yet responded to the suit, and no determination has been made on the merits.
Even so, the allegations amount to a warning for HR teams everywhere: a report that was received but not meaningfully addressed, a supervisor left in authority over the person who reported him, and a string of interactions that — taken together and if proven true — could look less like routine management and more like a quiet march toward the exit.