Reply #4: Additional thought [View All]

If you do go through the EEOC and they accept your complaint, they may suggest you & the company attempt to resolve this matter through alternate dispute resolution (ADR) or mediation. This might work if the company feels that you might prevail...or they recognize that resolving the issue now is better than fighting this in the system.

If you go to the EEOC, be prepared to use the right words in talking with them. Wrongful termination; that you are truly a disabled person (major life activity is adversely effected); qualified person with a disability; and be able to identify someone that you can show was treated better than you were treated.

Think back, has any one in the company's management made any negative remarks/statements to or about you re: your disability? If so, do you have a witness? Can you provide dates/times/details.

again...hope if helps...