Description

A healthcare industry employee was terminated in December 2025 after approximately four and a half years of employment, officially cited as reaching seven call-ins for attendance issues. The employee claims the absences were protected under FMLA and ADA, alleging that Human Resources unilaterally reduced approved intermittent leave from 12 days to 4 days monthly without medical provider consent, misclassified protected absences as disciplinary occurrences, and lost paperwork repeatedly. The employee asserts retaliation for questioning policy inconsistencies, supported by documentation including emails, medical certifications, HR contradictions, and supervisor statements acknowledging the situation was mishandled.