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Hearsay isn't the issue here. You are allowed to testify to what a party opponent said, a common exception to the hearsay rule. So, that's not the concern.
The concern is that an employer is legally allowed to change their employee's jobs, even when that person has recently used FMLA. What is not allowed is the employer changing a person's role simply because they used FMLA (meaning the reason for the change was the FMLA use).
Furthermore, you stated that the change isn't actually taking place, which would mean that you couldn't even point to the change as an adverse action. Just talking about a change and not actually doing it doesn't rise to the level of discrimination or retaliation.
You also mentioned a hostile work environment, but didn't really mention any specifics about the treatment that you are referring to (the only example was this change in role that didn't ultimately happen). You may certainly have many other facts that support a hostile work environment claim, but you appear to have leaned very heavily (in this post) on the employer's statements about changing your role, which is not enough by itself to create any sort of claim.
If you can point to a number of areas of harassment and then add on top of that these statements about changing your role (and then their back-peddling after you called them on it), then it would be worth filing a Department of Labor FMLA investigation request.
Leaving the employer though, at this point, would end up limiting your claim and could extinguish it altogether.
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