What to do next???

My husband was terminated from ******* as a result of absences resulting from my ADA covered illness and hospitalization. Unfortunately, I was diagnosed with Myotonic Muscular Dystrophy Type 1 in 2005. We had a series of medical events that were well documented, supplied to all supervisors as well as HR. We have multiple emails showing that from the very first occurance, my husband was told he would not receive any accomodations from then on. This immediately violates the reasonable accommodation laws set forth by EEOC, Department of Labor and the ADA. My husband was also enrolled in the company's EAP "Employee Assistance Program" in an effort to reduce the need for time off and to provide help during my illness through their company supplied child/adult care service. The events above should have been coded as "non-chargeable" thanks to an EEOC lawsuit in 2010 that required the company to revise their attendence policy. My husband followed prootocol. Had his UIA time been coded properly from as a "non-chargeable" accomadation, he would not have 'violated' the company's attendance policy resulting in his termination on June 22, 2015. Upon termination, his belongings were also not returned to him. We noticed that the folders that were not company property containing my medical documents were missing from the box. He was told by 4 different supervisors that his items could not be located. Upon the threat of legal recourse, we received the folders by FedEx only to find all of the contents of the folders were taken by the company and not returned which violates the company's Code of Ethics policy. I want to know that after we contact the EEOC and NC Department of Labor, would it be wise to get an attorney to help us seek damages. Thank you for your time and effort.

0 answers  |  asked Sep 17, 2015 03:55 AM [EST]  |  applies to North Carolina