Thank you again.
The FMLA only provides 12 weeks of protecte job leave, which you exceeded. However, under the Fair Employment & Housing Act, employers are required to "reasonably accommodate" disabled employees, and "reasonable accommodations" can in some circumstances be an extesnion of protected FMLA time off work.
The difficult thing is that you resigned. A resignation is, by definition, a voluntary action, and you cannot collect damges for unemployment which you voluntarily imposed on yourself. So, what you would need to demonstrate that you were coerced into quitting and that it really wasn't a resignation at all but rather a termination. If you can argue that you were terminated and that your employer could have reasonably accommodated additional time off work (meaning without the extension imposing undue hardship on your employer), then you can argue that your rights under the FEHA were violated. This, typically, would be the only avenue of legal recourse under the circumstances you describe.
You can pursue a claim for violation of your rights under the FEHA by filing a charge of discrimination with California's Department of Fair Employment & Housing. See here to do that: http://www.dfeh.ca.gov/Complaints_ComplaintProcess.htm
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