Hi. Sorry to hear about your troubles.
It is important to distinguish between FMLA (Family Medical Leave Act)absences and Non-FMLA absences. As a supervisor, I deal with this issue regularly.
FMLA is used mostly for 2 common scenarios - you cannot work because either (1) you have a serious/chronic illness or (2) you have to care for a family member with a serious/chronic illnes. If you are absent because of bronchitis or a cold, this is not an FMLA scenario. If your child has a cold, this is not FMLA leave. However, if your child has cancer and you need to care for him, that would be FMLA.
The reason this distinction is so important is that your boss cannot fire you or take disciplinary action against you for FMLA absences. It simply cannot be a consideration in your performance review. However, I'm sure some unscupulous employers have had employees
who used FMLA frequently and found ways to get rid of them. It is not hard to find something on almost every employee if you need to document reasons to fire them.
You should carefully examine the reasons they gave you for your termination. Ask yourself if co-workers did the same thing and had less or no disciplinary action taken against them. Also, you said they denied you FMLA on an ansence - based on the definition of FMLA, do you think they were wrong? You said you had a doctors note, but did not describe the illness. Check this link for a full FMLA definition:
If you think this is what happened to you, you can file a complaint or a lawsuit. This link will explain the details:
You might be able to find a local attorney who will take your case on contingency, which means you pay nothing unless you win. The attorney would take a percentage of your award. You can check with your state Bar Association (yellow pages)to find lawayers who sepcialize in employment law.
Good luck. I hope this helps!