thenextsupreme
Member
I started a new position within the same company that was a promotion. I requested accommodations through my employer to due to anxiety. My therapist completed all of my applicable paperwork. About 2 wks later we had a pseudo interactive meeting. The meeting did not involve my boss or any of the people that I worked with, but some attorney. He basically focused on only one accommodation and when I would ask about the other recommendations he would redirect. Basically he said that I am no longer qualified for my position anymore and about 2 wks later I was called to HR and forced on paid leave to give me a chance to apply for other positions.
I applied for multiple positions (several of the positions I held before in title which I performed successfully w/o accommodations) The HR manager also emailed each hiring manager that I had a disability and was in transition so I felt that this limited my ability to get a job. Lo and behold I was not selected for any positions and my paid leave was up so I immediately filed for unemployment. I was sent a letter the next day to say my proposed termination was non disciplinary and for incapacity and that I could have a meeting with HR to discuss or bring forth any new information.
At this meeting I was presented with a compromise, release, settlement with a small severance and offer for a letter of reference. At this point I got an attorney involved on contingency to review and also negotiate a better settlement. All of a sudden the company requested I withdraw my claim and I was magically put back on paid leave. So the attorney's go back and forward with the last conversation saying that you client has x amount of time to accept my offer and I have been advised to reject your counter claim. I immediately just declined their agreement and allowed them to proceed with the termination. With the above facts, does it sound like I have a potential EEOC claim. I did appeal my termination as my goal was to continue working with the company just in a different department. (Company is relatively large). Any thoughts would be appreciated. Also at this point I do not have an attorney anymore because we were not able to come an agreement with the company.
I have been documenting the even that have been occurring since I made a job accommodation request. Including all emails, phone calls and recording meetings, I live in a state that requires one party consent law. I submitted an open records request to the workforce commission and the company is telling the I am being fired for performance when in each letter I have it is strictly non disciplinary hence them offering a letter of reference. Any thoughts!
I applied for multiple positions (several of the positions I held before in title which I performed successfully w/o accommodations) The HR manager also emailed each hiring manager that I had a disability and was in transition so I felt that this limited my ability to get a job. Lo and behold I was not selected for any positions and my paid leave was up so I immediately filed for unemployment. I was sent a letter the next day to say my proposed termination was non disciplinary and for incapacity and that I could have a meeting with HR to discuss or bring forth any new information.
At this meeting I was presented with a compromise, release, settlement with a small severance and offer for a letter of reference. At this point I got an attorney involved on contingency to review and also negotiate a better settlement. All of a sudden the company requested I withdraw my claim and I was magically put back on paid leave. So the attorney's go back and forward with the last conversation saying that you client has x amount of time to accept my offer and I have been advised to reject your counter claim. I immediately just declined their agreement and allowed them to proceed with the termination. With the above facts, does it sound like I have a potential EEOC claim. I did appeal my termination as my goal was to continue working with the company just in a different department. (Company is relatively large). Any thoughts would be appreciated. Also at this point I do not have an attorney anymore because we were not able to come an agreement with the company.
I have been documenting the even that have been occurring since I made a job accommodation request. Including all emails, phone calls and recording meetings, I live in a state that requires one party consent law. I submitted an open records request to the workforce commission and the company is telling the I am being fired for performance when in each letter I have it is strictly non disciplinary hence them offering a letter of reference. Any thoughts!
