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I'm sorry to hear about your situation and I'm glad that you got unemployment here. That being said, unemployment agreeing with you about your termination does not mean that you have a wrongful termination
claim. There are two very different standards at play here.
Knowing that you wanted off and approving that time off are not the same thing, in a wrongful termination context. If the contract that was extended with them did not say that you could only be terminated for cause, they would have the ability to terminate without cause...so you'd have no wrongful termination claim. Even if the contract did state that you could only be terminated for cause, absenteeism is generally found to be cause.
You weren't there long enough to be covered by the FMLA
, so it can't be that sort of claim.
Based on these facts, I do not see that you have anything to pursue here.
Even assuming that I'm wrong (and I do not think that is true), you wouldn't be able to sue for the entire amount of the contract. Rather, you'd be able to sue for the difference between what you would have gotten on the contract and what you get from another job. You'd have to be attempting to find other work or you'd be subject to a defense called 'failing to mitigate damages.' So, knowing this, that really reduces the potential award here, even if you could fashion a wrongful termination claim...which I don't see here.