Hello and welcome. I am very sorry to hear about your manager's annoying and harassing conduct.
At this point, having exhausted your FMLA leave, there is only one remaining law that protects you, and this is the Americans With Disabilities Act. The ADA
requires employers to "reasonably accommodate" employees suffering from disabling medical conditions. "Reasonable accommodations" can include extending an employee's FMLA protected leave, but only to the extent that such extension does not impose undue hardship on the employer.
Your employer is free to request medical verification of your illness. However, they cannot request specific details of your medical condition as they seem to be doing. There is also no reason why they should need to have you check in every day. You have been absent from work for more than 12 weeks, and it is reasonable to assume that your condition is not going to improve so much within one day as to warrant daily updates.
These tactics seem to be a pattern of behavior intended to harass you, which is illegal under the ADA. The difficult thing is that while the conduct may be illegal, your only damages at this point are for emotional distress. Unless your emotional distress has manifested into physical symptoms (i.e. you have been taken to the ER for panic attacks) or driven you to seek mental health counseling, a jury would be unlikely to award much in damages, making a lawsuit not worth the time and money to pursue.
Therefore, the better course of action at this stage would be to document your manager's conduct in writing, both in letters to corporate and to your store explaining that you are doing everything you can to cooperate with reasonable verifications of your continuing disability but that daily "reports" are not required or you, nor are specific medical details about your condition and that you regard such conduct as deliberately harassing and in violation of the ADA. This may get the conduct to stop on its own, but if it doesn't and you are eventually terminated, you have built a strong case that your termination
was illegal and in retaliation
for you asserting your rights under the ADA.
I hope that you find this information helpful. Please do not hesitate
to let me know if you have any questions or concerns regarding the above and I will be more than happy to assist you further.
If you do not require any further assistance, please be so kind as to provide a positive rating of my service so that I may receive credit for assisting you. Very best wishes moving forward.