posted
Spoke with intake at the human rights commission in NH which does a caseshare with the EEOC (so I don't have to speak with 2 intakes). They're drawing up the charges and mailing them to me within two weeks.
It'll be employment discrimination by reason of not providing reasonable accomodation.
Meaning, they only had to let me use my accumulated sick and vacation time instead of firing me. Especially since I was fully well within two weeks of termination.
So...yeah.
I get the charges, sign 'em to file 'em, and the investigation begins. o_O
Posts: 14745 | Registered: Dec 1999
| IP: Logged |
posted
You forgot that they both live in two of the most primitively boring places on their respective planets, Dan, and they like, or at least are satisfied with, it.
Posts: 2292 | Registered: Aug 2003
| IP: Logged |
posted
That's good! Even the FMLA doesn't require that you give notice or get permission in an emergency.
Posts: 1379 | Registered: Feb 2002
| IP: Logged |