Disability and Retaliation: Do I have a case?

I’m an exempt employee in Washington state, working in a sales role (salary + commission). I’ve faced a series of events that I feel may be discriminatory or retaliatory. Here’s a quick rundown:

  • Started in January, onboarding for 2-3 months.
  • Given a heavy workload, which I managed.
  • My father passed away in March, and I was there for him.
  • In April, I mentioned my ADHD was impacting me but didn’t request accommodations.
  • I asked for clarification on vague processes, but faced criticism from my boss’s superior without support from my manager.
  • In May, I requested less business travel due to stress levels and attended my father’s funeral.
  • By July, I was the top performer in revenue.
  • In August, I was told my performance wasn’t meeting expectations, despite being the highest performer. Feedback was vague and unhelpful.
  • I requested more positive feedback, which was often ignored.
  • After explaining I was dealing with mental health issues, my workload was reduced, but I felt it was against my will.
  • I was terminated under unclear circumstances, with no severance offered unless I signed a release.

I have documentation for most of these events. My questions are:

  • Do I have a strong claim for discrimination or retaliation?
  • If my requests for severance are denied, should I escalate internally, go to the EEOC, or consult an attorney?

Thanks for your help!

Based on the timeline and your documentation, it does sound like you might have a case for retaliation, especially given the timing of your termination after disclosing your mental health issues.

It’s important to have a clear record of your accommodation requests. If they were ignored, that could strengthen your claim.

Consider consulting with an attorney specializing in employment law. They can help you assess your situation more clearly.

If your requests today are denied, definitely escalate to HR leadership. They need to understand the potential legal implications.

You may also consider filing a complaint with the EEOC if things don’t go well. They can provide guidance on your rights.