Ok. Well, you're hinting at about three different possible forms of discrimination
, but you'll need to be more more certain of your allegations if you are going to make any sort of claim here.
Constructive discharge is not really a concept of law used to save your job. It is only useful in two situations.
1. If you have a contract of employment stating that you can only be terminated for cause You can then state that they employer breached your contract by terminating you, even if you quit....because they essentially caused your termination
through the treatment. That's only viable though, if you have a contract of employment like the one I mentioned (few people do, so you probably don't).
2. If you quit, you can claim that you were forced to quit through the treatment, so that you can get unemployment
So, without a contract, the concept of constructive discharge doesn't really help with your job. It can just help get unemployment if you are eventually forced to quit. That being said, the treatment that you are talking about here would only rise to the level of constructive discharge for unemployment purposes if it was based on race, FMLA use or your age. That would make the treatment less tolerable....because if they were treating everyone the same, the behavior wouldn't actually be illegal.
So, you need to approach HR and allege one or all three of those as the reason you feel you are being singled out. Force the employer on the defensive by having to answer for the differing treatment.
If the HR doesn't help, contact the EEOC
in your state (or the Department of Labor
if you feel FMLA is the basis for your treatment).