Thank you for trusting your question to JA today. I’m happy to be of assistance.
A few things to make sure you understand the law here. First, FMLA is only available for medically caring for or seeking medical care for a family member. So, if you were missing time to actually medically care for your mother, then FMLA should have been offered. Second, FMLA discrimination claims have a very short statute of limitations. You have to file a complaint about discrimination on that basis within 300 days of the last example of discrimination due to FMLA. Here, you'd have to try and drag that claim forward by alleging that these more recent examples of harassment are directly related to your FMLA use. You could certainly allege that the continuing harassment is based on the fact that you took time off for your mother. Therefore, you should file a complaint with the Department of Labor immediately. Only then, following that entities investigation, would you have the ability to sue in federal court based on the FMLA matter.
The matter with your uncle, while unprofessional is not illegal, so I won't discuss it here.
Constructive discharge isn't really a discriminatory practice unless based on your race, religion, gender, age, disability or recent FMLA use (this would have to be added to the DOL complaint).
As for the other prohibited practices you allude to, without more I can't address those. You are welcome to ask a follow up question concerning them.
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