Ok. Without a contract of employment, you are "at will" as you've already noted.
That means that you're in a very unprotected position. In fact, most employees are and don't really know it. This matters because it determines what an employer can legally get away with, in terms of termination
and even harassment within the workplace.
So, in an "at will" employment situation, for the yelling, finger pointing and general harassment to actually be illegal, it must be tied to one of the illegal factors that I mentioned before. The Supreme Court specifically stated that our employment laws
are not meant to be a civility code, but rather, are only meant to address illegal discrimination
So, you have to be willing to commit to this statement that you believe you are being harassed because of your FMLA use. Now, the closeness in time (temporal proximity) is good for making that argument. It also seems that the manager has been focusing on your medical absence (which can be take for yourself or your child under the FMLA). So those facts work well in your favor.
Most importantly though is the rule against retaliation
. The reason that is important is that it is how you're going to get protection during this meeting on Monday. During that meeting, you need to come right out and say "I believe that this harassment was based on my use of FMLA. This manager has questioned my use of it, is harassing me about using it, is trying to tell me that using it for my child doesn't count, and all of this harassing behavior happened immediately after I used it."
Once you make that statement, you are legally protected by the FMLA law against retaliation.
You can also specifically mention the issue of race, and how you are being treated more harshly than others in the workplace of a different race from your own.
It is vital to clearly make these statements to HR, because that is the only way to come under the anti-retaliation protections of the FMLA and the Title VII
laws against race discrimination.
Then you just have to see how HR responds. They'll either help or they won't, but the reason to say this to HR is to take away any defensive claim that they can make that you never gave them the chance to respond.
If HR doesn't assist, your next stop is the Department of Labor
for the FMLA issue and the EEOC
for the race issue, either one or both.