Please see my problem below: I want to see if they had the right to do this. I was referred to you by Tony Munter, his firm is currently handling a malpractice suit for me. Please see below and let me know if you think I have a case or not: Vaughn Property Manager 10/2014 – 7/8/2016 2/27/15: Diagnosed with rectal/anal cancer 3/15 – 5/15: Treatment period/ Radiation (25 sessions) & 10 (full 24-hours days) of chemo 6/15: I returned to work 2 weeks after my last treatment/my doctors did not advise me that I should remain out of work due to severe side effects. (I never gave my human resources a return to work letter) 1/16: I was still experiencing severe side effects and went on FMLA with a reduced 6 hour schedule 4/16: Severe side effects remained. Doctor advised me to take time off to reduce stress and heal. (2 months w/ short-term disability which was approved). 6/16: I was scheduled to return to work on June 27th, but I was still having severe side effects. 6/16: My employer needed a return to work authorization since they forgot last time. 6/16: Return to work form was sent to human resources stating that I can return based on accommodations: • Possibly a reduced schedule • Ability to work from home or come to work late if unable to leave the house some days. 7/16: Human resources said that this was not acceptable and verbally told me that I needed my doctor to give me a return to work with 0 restrictions/accommodations. I mentioned this was not possible because the doctor already completed the form and was not going to lie. 7/16: After speaking with my doctor and knowing that the accommodations were not going to be honored he suggested I extend my current short-term disability (still pending). I sent the updated request to human resources. 7/16: I was told by human resources that I would be terminated as of July 8th as they were unable to accommodate my accommodations/request. **Since I am Property Manager I will also lose my 50% rent discount as well as my insurance**