I worked at my job for a little over 3 years I went on maternity leave in 2017 when I returned I was moved from my original work area and my supervisor stated to me that it was because I had left on maternity leave than a couple months later my supervisor started harassing me yelling at me making my work environment very hostile for me I felt discriminated against and I felt like he was harassing me I went to Hr and complained about him I was suspended for 2 weeks without pay while he was working after 2 weeks they let me come back to work and they didn’t tell me anything about my supervisor If they had investigated him so a few more months past and I got suspended again for 3 weeks and HR said it was due to a rumor a supervisor said I had stated something that I never said I was called into work 3 weeks after when I went to meet with the GM and another Manger they Haned me a paper staying I had voluntarily separated from my job I asked why does it say this if I am not quitting I don’t want to lose my job they didn’t want to explain anything to me and told me to leave I was paid the 3 weeks I was suspended but I feel like I was wrongfully derminated do I have a case?
Before getting into the substance of your question I wanted to address a serious issue about timing. Claims of this sort are usually brought under the Fair Employment and Housing Act or Title VII. Those statutes have strict statutes of limitations to file an administrative complaint or lose your rights. The longer limitation of the two statutes is one year from the wrongful act about which you wish to complain. The shorter is 300 days. If this happened to you in 2017 and up to January 26, 2018, you have already missed your deadline. If you were terminated after January 26, 2018 then you need to IMMEDIATELY file an administrative complaint with the Department of Fair Employment and Housing to preserve your legal rights.
Note, a lesser claim can be made under a Wrongful Termination or Wrongful Adverse Employment Action cause of action that has a two year statute of limitations if you can prove the forced termination was motivated by an attitude that is contrary to fundamental and long-standing public policy.
Regarding the merits of the claims that could be made, far more would need to be known. Generally the change in departments upon your return from pregnancy leave would have to be shown to be unlawfully motivated, and that the job was not substantially similar to the one you had when you left for the leave. Then as to the problems you experienced thereafter, it would have to be proved that the conduct was targeting you because you had previously taken protected leave, and not some other motivation.
At this point the wise move for you would be to locate and consult with an experienced employment law attorney as soon as possible to explore your facts and determine your options. I would suggest you look either on this site in the Find a Lawyer section, or go to www.cela.org, the home page for the California Employment Lawyers Association, an organization whose members are dedicated to the representation of employees against their employers.
Most employment attorneys who practice this area of law work offer a free or low cost consultation in the beginning and then, if the matter has merit and value, will usually agree to work on a contingency basis, meaning you can hire an attorney without paying any money until the matter results in a positive outcome for you. Many advance all the costs of the litigation as well. Do not let fear of fees and costs keep you from finding a good attorney.
Good luck to you.
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