Hello again and thank you for your reply, however, I don't see where you responded to my question about written discipline procedures. Nevertheless I will address the legal issues without that information.
Although I can understand your frustration with your situation and reticence to contact HR, it will be absolutely necessary for you to know whether or not you have been terminated before you can take any legal action. Suspecting that you have been terminated is not enough, and nothing in the other information that you provided would, without termination or demotion, not be sufficient to sustain a legal action.
If you do discover that you have been terminated, or are terminated after returning from FMLA, and you believe that this is motivated by gender discrimination
, then you can file suit, but would first have to file a discrimination complaint with the EEOC
and/or your state's civil rights division. That is a prerequisite to filing suit.
If you are not terminated but your employer demotes you or otherwise takes an adverse action against you, and you believe it is motivated by your gender, then you will first have to file a formal discrimination complaint with your HR Office. Like it or not, the law requires that the employer be given an opportunity to fix the problem before they can be held liable as a company for violation of the law. If they don't resolve the issue, then you can take the steps I mentioned above to pursue your discrimination case.
Please feel free to ask follow up questions if you need to.