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What is the nature of your medical condition? Also, how long do you expect to be off work and would there be any way for your employer to get by without replacing you? I very much look forward to helping you on this matter.
Even if you have not been working long enough for FMLA, you can argue that these conditions qualify as a "disability" under the Americans With Disabilities Act and that under the ADA you are entitled to protected time off work as a "reasonable accommodation." Unlike the FMLA qhich guarantees up to 12 weeks of protected leave, the ADA "reasonable accommodation" requirement does not specify how much protected leave an employer must offer--it simply comes down to what is "reasonable," defined as what does not cause your employer to suffer undue hardship.
If you believe your employer can get by without you while you're gone, then you certainly have a case for arguing that you are entitled to protected time off under the ADA. The biggest problem is that you do not have a defined return date. "Open ended" leave is generally not considered to be a reasonable accommodation, so I would do the best you can to provide at least an approximate expected return date. I would communicate all of this to your employer via email and also via letter sent certified mail. If you are still termination, your recourse is to file a complaint with the EEOC for violation of the ADA. The EEOC will investigate and attempt to mediate a resolution with your employer. That not forthcoming, they will either file a lawsuit on your behalf or issue you a "right to sue" letter, which will enable you to sue in civil court with the assistance of an attorney.
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