Workplace Harassment And Retaliation

I appreciate your willingness to discuss my situation and provide guidance. Below is the information addressing your questions about the harassment, exclusion, retaliation, my disability, and intermittent FMLA leave. Additionally, I have attached relevant documents for your review and require assistance in completing the grievance process. Harassment, Exclusion, and Retaliation Workplace Harassment: On multiple occasions, my supervisor, Lisa Jibril, mocked and belittled my work performance, creating a hostile environment. For example, on November *, *, she publicly mocked my huddle shout-out, undermining my contributions. Exclusion: On May *, *, a system-wide nursing leadership conference occurred. Although I had attended the previous year and expressed interest in participating again, with my director's initial agreement, I was excluded. All other nursing leaders were allowed to attend, which felt targeted and negatively impacted my professional development. Retaliation: After raising concerns about targeting and micromanagement, I was placed on a Performance Improvement Plan (PIP) on June *, *. I believe this action was retaliatory. Additionally, my planned PTO request for July *, *, was falsely marked as unscheduled, affecting my leave balance and record. Termination Under Questionable Circumstances: On December *, *, I was terminated following a meeting with HR that I requested to discuss ongoing harassment and a medical emergency I experienced on November *, *. During the termination meeting, I was told, "Now you can go and focus on your health," which I found discriminatory, especially as I was actively using intermittent FMLA leave. I provided evidence proving claims about alleged deficiencies were incorrect, but HR cited my job description as grounds for termination. However, I was not given access to complete many of the responsibilities outlined in my job description, per my supervisor's directives. Disability and Intermittent FMLA Nature of My Disability: I have a certified medical condition that necessitated FMLA and intermittent FMLA leave for ongoing treatment and care. Documentation dated July *, *, and October *, *, confirms my eligibility and need for FMLA, including intermittent leave for appointments and health-related episodes (attached). FMLA initiated in July was due to a hysterectomy surgery on July *. October FMLA and intermittent FMLA was due to working with PT. FMLA Mismanagement: During my intermittent leave (approved from September *, *, to March *, *), none of my CMS-related duties were reassigned or addressed while I was on leave, despite being shared responsibilities among patient experience leaders. However, I was the only one held accountable and ultimately terminated. Attached Documents I have included the following supporting documents for your review: Notice of Disciplinary Action UMMS Anti-Discrimination and Harassment Policy Patient Experience Manager Expectations Grievance Process Document I believe today is the final day to submit the grievance process paperwork and would appreciate your assistance in completing it promptly to meet the deadline.

Yes, can I attach a copy of the document provided