It is not unusual for there to be some administrative disagreements with the employer about FMLA time calculations. Very likely those will be resolved. Such disputes seldom rise to the level of actionable unlawful harassment.
No legal advice here. READ THIS BEFORE you contact me! My responses to questions on Avvo are never intended as legal advice and must not be relied upon as if they were legal advice. I give legal advice ONLY in the course of a formal attorney-client relationship. Exchange of information through Avvo's Questions forum does not establish an attorney-client relationship with me. That relationship is established only by joint execution of a written agreement for legal services. My law firm does not provide free consultations. Please do not call or write to me with a “few questions” that require me to analyze the specific facts of your history and your license application and prescribe for you how to get a State license. Send me an email to schedule a paid Consultation for that kind of information, direction, and assistance. My law firm presently accepts cases involving State and federal licenses and permits; discipline against State and federal licenses; and disciplinary and academic challenges to universities, colleges, boarding schools, and private schools. We take cases of wrongful termination or employment discrimination only if the claims involve peace officers, universities or colleges.
If the employer's delay in communicating the essential functions of your position or providing the job description is preventing you from obtaining a reasonable accommodation for a serious health condition, then it may be in violation of state or Federal disability discrimination laws. As for an employer running vacation time while you were on FMLA, it is generally permissible under the FMLA. An employer's policies and practices may provide otherwise, so you will have to look at the employer's policies and past practies.