With 30 employees, the only law that would protect your employment is the Americans With Disabilities Act, which requires employers to "reasonably accommodate" employees with "disabilities." A disability is a medical condition which "significantly impairs a major life function." That is a high standard but severe kidney stones may qualify. Ultimately, whether the standard of disability is met is judged on a case by case basis. There is no "list" of conditions which qualify or are excluded from the definition.
If you can argue that your kidney stones qualified as a disability, then "reasonable accommodations" for your disability could have included allowing your absences. But even under the ADA
, an employer is not automatically required to accommodate a disabled employee's call outs from work. This and any other form of disability accommodation need be granted only to the extent it does not impose "undue hardship" on the employer, defined as significant difficulty or expense.
So, if you can argue that your condition rose to the level of a diability and that your employer could have reasonably accommodated you without incurring undue hardship, then you may have a claim for wrongful termination
in violation of the ADA. That is the route you would have to take toward any sort of legal recourse here.
The first step in pursuing a claim if you desire to do so would be to file a complaint with the Equal Employment Opportunity
Commission, which is the federal agency that enforces the ADA. You can file your complaint here: http://www.eeoc.gov/employees/howtofile.cfm
will investigate and attempt to mediate a resolution with your employer. If that is not forthcoming, they will issue you a "right to sue" letter which will then enable you to file a lawsuit in civil court and obtain an attorney.
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.
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