Eeoc charge
I worked as a maintenance technician and was the only Black employee in my department.
During my employment, racial slurs/markings appeared on workplace equipment. I have photographs and former-coworker statements regarding racial conduct, workplace practices, and how policies were actually enforced.
I also have comparator evidence showing White coworkers engaged in the same or similar conduct I was disciplined for, while they weren’t disciplined or were treated differently. Some of this is supported by photographs and former-coworker statements.
I had documented disabilities and FMLA/medical issues known to management. Management treated a medically necessary pain-management device as a prohibited electronic/listening device. I later contacted HR in writing explaining its medical purpose and specifically raised accommodation concerns, but I did not receive a meaningful accommodation discussion.
During the same general period, my mental-health symptoms became significantly worse. My PTSD disability rating increased from 50% to 100%, and my medical records documented increased problems related to work. I’ve been in therapy and my sleep problems became substantially worse. At one point while at work, I contacted the VA crisis line for the first time because I was concerned about becoming so angry that I might hurt someone.
I made protected complaints about unequal treatment directly to the GM. Afterward, my relationship with the GM deteriorated and I experienced increased scrutiny and discipline. Management also went back approximately nine months and relied on an old alleged incident that hadn’t resulted in discipline when it supposedly occurred.
The same GM who received my protected complaints was later involved in ending my employment and the subsequent rehire decisions.
The company eventually said it was outsourcing the department and terminated everyone. Within days, several White coworkers were hired through the contractor to continue the work. I wasn’t. The employer later claimed everyone had been given an opportunity to interview, but I maintain I was never told about the position or offered an interview. I learned about the rehiring from someone else and have contemporaneous communications from that week.
I have former-coworker statements, texts/emails, photographs, medical records and other contemporaneous documentation supporting different portions of this timeline.
Assuming the documentation supports these facts, what potential claims would you be looking at, which facts would concern an employment attorney most, and what additional evidence would you want before evaluating the case?