> Discuss Your Legal Issue > Ask a Lawyer > Labor and Employment > Wrong dates entered on termination letter (said I did not show up for a day that has not occurred yet) and I was under medical care with doctors notes

Wrong dates entered on termination letter (said I did not show up for a day that has not occurred yet) and I was under medical care with doctors notes

1 Answers. Asked on Sep 09th, 2017 on Labor and Employment - Ohio
More details to this question:
Letter stating I did not show up for 3 consecutive days and one of the days has not even occurred yet. I had dr notes saying I was not allowed to be at work for the other 2 days they are claiming. This has happened after I had to be interviewed for an investigation of a woman falling asleep in my department while on the clock and she complained to HR that I was receiving preferential treatment from the boss of the department because I am always out of work (all documented with medical notes). Letter was sent to me via certified mail and my boss did not even know that HR had done this. HR told her she was supposed to talk with me about being placed on a performance improvement plan on my next day back to work on Tuesday the 12th.
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Answered on Sep 11th, 2017 at 12:37 PM

I would strongly encourage you to contact my office to discuss your termination further. Depending on the length of your employment, you may be eligible for FMLA-protected medical leave and disciplining you would violate the FMLA. In addition, you may potentially have a claim under the ADA depending on the condition which caused your need for leave. Time off can be a reasonable accommodation. We handle cases like this regularly. Feel free to contact my office for a FREE consultation.


Ohio FMLA and ADA lawyer

Matthew J.P. Coffman The answer provided is not legal advice and it is recommended that you seek advice of an attorney. My office # is 614-949-1181.

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Labor and Employment
Labor and employment attorneys can help both employers and workers prevent, address and resolve a variety of issues related to the employer-employee relationship. Small business owners and managers should consult with employment lawyers when crafting employment policies (including those related to hiring, affirmative action, compensation, medical leave and sexual harassment); negotiating employment contracts, non-compete agreements and severance agreements; and resolving employment-related personnel disputes. Workers should talk to a labor and employment law firm before signing any job-related contracts and for help addressing issues related to discrimination, harassment, Americans with Disabilities Act (ADA) accommodations and Family and Medical Leave Act (FMLA) requests.
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