So I broke my ankle recently (NOT at work), and the other day my boss called me up and fired me for my injury (I knew he was going to fire me, it's 100% in character) even though I told him that with some new tools I just ordered I'll be able to drive and even basically “walk” around (hands-free crutch). In other words…I can still work.
But he still fired me anyway. And obviously, cause I'm not a dumbass, I recorded the phone call. For context: my state, Mississippi, is a one-party recording state, so that's legal.
I already reported the company to the EEOC. I've reported them to OSHA before (anonymously) but might be able to think of a couple of things to report them for again. I am getting ready to submit a report to the Department of Labor (Wage and Hours division) about them automatically deducting lunch time whether you take it or not.
And I'm also about to submit a report to the NLRB because this company claims we can't talk about pay — though that's the only thing I don't have proof of.
I might be able to report them for violation of the ADA and possibly the FMLA. Not sure yet.
So here's where I need you beautiful people. I need some lovely ideas to well and truly teach them a lesson. I would love any input and ideas, even if I don't actually use them. I'm filing for disability, EBT, and possibly unemployment while I heal, so I have a minute.
I've already got a new job lined up, and I'm trying to dedicate some time to learn to code also. I've got 7 weeks till I'm recovered but I can start working my new job soon.
Oh, and fun fact: my boss's mom (this is a family-owned business) sent me a text about 24 hours later saying there was a miscommunication, I wasn't fired for my disability, I was on unpaid medical leave, etc. Yet in the recording it was very clearly a termination. There's no denying that.