Depending on how long you worked for the company and the number of employees there, you may have rights under either the FMLA or the ADA. Make sure you follow your company's call in procedures for time off, and fill out any paperwork they request of you. If you have been working for the company for more than one year and there are more than 50 employees, you have the right to be absent for a serious health condition for up to 12 weeks without termination.
First, the company will have a lawyer there, and that lawyer will be experienced in employment law. Second, the mediator is not there to represent you, and will not be looking out for your interests. But, most importantly, if you do not have representation, your case will have less value. The company will know that you won't be able to bring a lawsuit against them, and they won't be serious about resolving the case.
You may have claims under the FMLA if you were working for the company for more than a year and the company has 50 or more employees. You might also have a claim under the Americans with disabilities act. You should speak with an attorney to assess your situation.
It sounds as though you may have a claim for interference of your FMLA rights, if you worked for the company for more than one year and there are more than 50 employees at or near your location of work. Did the company know that you were in the hospital? If all those conditions were met, you were probably wrongfully fired.
Unfortunately, those at the head of the company often get away with the sexual harassment unless someone steps forward and holds him accountable through the legal process. I would suggest you speak with an attorney about bringing a lawsuit against him, and to record him and start gathering evidence against him. We'd be happy to discuss this with you, if you'd like to call our office at 404-214-0120
You are likely owed your commissions for a breach of contract. In addition, depending on the type of work you did (such as inside sales), you may also have a claim for additional wages owed to you. You should speak to an attorney about your situation.
The first question is whether you are actually an exempt employee. Many people are misclassified and mistakenly believe that if they are paid on a salary basis that they are not entitled to overtime. That said, if you are truly an exempt employee, then the employer can make you work a 45 hour work week. If you are misclassified, then requiring you to work that extra hour each day means you are entitled to overtime for those extra five hours.
It can't hurt to ask for more money on your severance, but your better avenue is to call an attorney who can discuss with you what your legal rights and remedies are in your situation. Depending on your circumstances, you may be waiving all your claims without appropriately being compensated for those claims. An experienced employment lawyer in Atlanta can guide you through those issues, and let you know what to do.
Unfortunately, an employer does not have to continue employment for an employee, regardless of the original intent. Unless you think the reason for termination was an illegal one (for example, discrimination or retaliation for a complaint), or the reason they provided was a lie to cover up an illegal termination, it is likely a permissible action.