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Unfortunately yes, they can terminate your employment after 6 months. Actually, they could have terminated your employment after 12 weeks, so 6 months is beyond the legally required protected time off from work.
The FMLA doesn't require that you be given reasonable accommodations at work. It only requires that you be given time off for medical issues, and that protected time off runs out after 12 weeks.
The ADA requires accommodation, but you have two potential issues here. First, an injury is not generally considered a disability because there is the likelihood of improvement or correction over time. Second, even the ADA doesn't require an employer to allow light duty if that means the person can't do the essential functions of the job. This is a tricky area though. A clear example is a pilot that loses his/her vision. They don't have to be kept on the payroll and they can't perform the essential functions of the job.
So, the only way you'd have any sort of argument here is if you can prove this is a disability AND that you made a request for accommodation under the ADA and that was ignored. You can certainly argue that to the EEOC in your state, which is a government agency that would listen to your claim and investigate it for free. I just want you to understand the hurdles involved. You have to establish this as a long term disability and if your WC claim is ongoing, that can be difficult to do. You also have to prove that you can perform all the essential functions of the job, because the employer will certainly say that you can't and, if you can't, it's legal to terminate you.
This all brings things back to your WC claim. If you can't work for this employer that really just increases the validity of your WC claim and ultimate settlement, so it's not all bad news here. Many employers want to have a person return so they can use that as evidence of employability to reduce the sting of the WC claim. Here though, the opposite is happening.
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