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The proximity of the discharge to your revealing the condition is sufficient in most cases to proving you were discharged for the disability.
You are not tellilng me the date you told the information, or the date of your hire.
You are also not telling me the reason you were fired. It is not enough to state that you did not follow the brosure. It had to be a specific item in the broshure.
So lets say for example: You were not given the handbook until after you were hired. Within two weeks time you read the handbook and realized you needed to tell your supervisor of the medication. Then within another two weeks you were fired.
This is too coincidental.
My advice is to seek an attorney to discuss your grounds for wrongful discharge and protections under the ADA. Not only can you bring a punitive charge, but you may also be able to file civil suit.
You are allowed to have a copy of the documents on file.
You can also request a termination letter.
If they do not want to cooperate, you can obtain an attorney to write them a third party letter asking that they provide the information.
You can also file a complaint with the state Department of Labor for wrongful discharge.
A lot of paperwork proving things is not required. The fact that you were fired in close proximity to the discloser and in response to hearsay, is sufficient grounds.
The records will be considered property of the business, however you are entitled to a free copy because of the freedom of information act and privacy laws.
The attorney can take actions that will compel them to give you copies of your records.
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