Vaughn S. on July 12, 2016
Please see my problem below: I want to see if they had the right to do this.
I was referred to you by Tony Munter, his firm is currently handling a malpractice suit for me.
Please see below and let me know if you think I have a case or not:
Property Manager 10/2014 – 7/8/2016
2/27/15: Diagnosed with rectal/anal cancer
3/15 – 5/15: Treatment period/ Radiation (25 sessions) & 10 (full 24-hours days) of chemo
6/15: I returned to work 2 weeks after my last treatment/my doctors did not advise me that I should remain out of work due to severe side effects. (I never gave my human resources a return to work letter)
1/16: I was still experiencing severe side effects and went on FMLA with a reduced 6 hour schedule
4/16: Severe side effects remained. Doctor advised me to take time off to reduce stress and heal. (2 months w/ short-term disability which was approved).
6/16: I was scheduled to return to work on June 27th, but I was still having severe side effects.
6/16: My employer needed a return to work authorization since they forgot last time.
6/16: Return to work form was sent to human resources stating that I can return based on accommodations:
• Possibly a reduced schedule
• Ability to work from home or come to work late if unable to leave the house some days.
7/16: Human resources said that this was not acceptable and verbally told me that I needed my doctor to give me a return to work with 0 restrictions/accommodations. I mentioned this was not possible because the doctor already completed the form and was not going to lie.
7/16: After speaking with my doctor and knowing that the accommodations were not going to be honored he suggested I extend my current short-term disability (still pending). I sent the updated request to human resources.
7/16: I was told by human resources that I would be terminated as of July 8th as they were unable to accommodate my accommodations/request.
**Since I am Property Manager I will also lose my 50% rent discount as well as my insurance**