You originally asked about unemployment, so that's the question I answered. Since you are opening the door to other issues, I will cover as many as possible below, so that you are fully informed. Most employees view an employer's conduct as "wrongful" and therefore subject to some sort of regulatory or legal action. The legal reality is exactly the opposite. Practically everything that an employer does, concerning its employees is lawful, because the overarching principal of employment law
is the "at-will" employment doctrine. This doctrine provides that an employer can terminate, suspend or demote an employee at any time, for any reason, or for no reason at all. Only where the employee can tie the employer's conduct to an established statutory prohibition, is the "at-will" doctrine avoided. Just because the employer treats you poorly, does not necessarily create employer liability. You have the right to quit, which will absolutely terminate further employer harassment. This is certainly a bad result, but it's better than suffering health-degrading emotional abuse. In some jurisdictions, employers have recently been held liable for a worker's impaired mental state, via workers compensation
laws. If you believe that the employer's conduct has caused your mental impairment, then you can file a workers compensation claim, because you have suffered a workplace injury. This type of injury can be difficult to prove. But, it is not impossible. If you intend to try this route, then I strongly suggest you retain a workers comp lawyer. You could also sue for retaliation
against your use of FMLA leave. The employer's various actions against you may be evidence of that retaliation. The government does not provide any regulatory authority to enforce FMLA violations. Consequently, you must hire an employment-rights lawyer if you want to try to obtain relief for the violations. It is also conceivable that you could sue for an ADA
violation, because you should be entitled to "reasonable accommodations for your mental health disability. You can file a complaint with the Equal Employment Opportunity
). However, this type of complaint has a very short deadline (180 days from the date of ADA discrimination
). This may cut off some, but not all of your claims against the employer. Because you have so many varied possible claims, you may want to try to find an employer rights lawyer willing to take them all on. If you need a link to a reputable lawyer referral service, please let me know that my answer is helpful, and I will be happy to provide further information. I hope I've answered your question. Please let me know if you require further clarification. And, please provide a positive feedback rating for my answer -- otherwise, I receive nothing for my efforts in your behalf.Thanks again for using justanswer.com!