[IN] Do I have an EEOC claim for discrimination or retaliation?

I have a deep question regarding workplace discrimination. I recently was fired due to me disclosing someone’s credit card information during a social engineering attack where a scammer was transferred to a guest’s room (I work in a hotel) and that scammer was then transferred back to me, impersonated a manager, and then the guest came down and gave me her credit card information to read. While I do agree that some punishment was needed, the person who was transferring the calls and thus setting things up has had zero repercussions at all and when my boss initially fired me he also stated some weird shit about me never being trustworthy and having bad judgment which goes against everything he said in his previous meetings with me, especially when he initially refused to hire me as a permanent employee after being a temp. In fact, this particular firing happened the very first day I was a permanent employee and he mentioned the 90-day probation period.

Do I have any kind of discrimination case if I were to file an EEOC claim stating that this counts as discrimination and retaliation as not only was nobody trained in this, but also the person who was violating hotel policy is getting no punishment whatsoever by sending scammers to people’s phones.

Also, for further information, here is an email I already wrote HR which made my bosses finally hire me to begin with:

Attn: Office of Institutional Equity (OIE)

Dear Members of the Office of Institutional Equity,

I am writing to file a formal complaint regarding what I believe is a pattern of workplace discrimination, harassment, and retaliation that has occurred since June of this year at the Morris Inn. These actions began immediately after I disclosed my medical condition of bipolar disorder and attempted to provide a manager with documentation.

In June, I had a single callout from work to see a doctor. When I returned, I informed one of my managers that the absence was due to my bipolar disorder and offered to provide the relevant medical documentation. That manager asked what it was for and when I responded it was a doctors note and my paperwork for Bipolar type 1 f31.12 rapid cycling disorder, and refused to look at the paperwork. In the days and weeks that followed, my experience at work changed dramatically.

This shift in treatment, which I believe is directly related to the disclosure of my medical condition, includes a number of adverse actions:

I began receiving a significant increase in contradictory and unprovable rationale for coachings. Other employees questioned the validity of these reprimands.

I was subjected to what felt like targeted harassment for minor issues, including being accused of having a body odor problem, which I not only proactively attempted to address and no other employee agreed was a problem. Other minor issues included them coaching me for my uniform being considered too tight, even though it was provided directly by them and was required for me to wear to work. There have also been issues where I have brought something of concern to their attention only to be blamed for said issue even though it was not my doing.

One unusual example of targeted behavior was me being reprimanded for simply being a paying customer at Cafe J while off the clock. That same day of being reprimanded for being in Cafe J, I was told by a manager I could wait in the hotel for a ride back home so long as I was clearly out of uniform, only to then be informed by another manager I would have to wait in the rain.

I was strangely questioned about having a driver's license by multiple managers, even though the job does not require one, and this is explicitly prohibited by HR policy.

There has also been a lack of opportunities to do more basic training, as shown by the fact I've only even been allowed to do PBX training only twice since I have started the job.

The negative feedback and rationale that I have received on September 10th from Kevin Schreinger and Pablo Sweeney runs contrary to the consistent positive feedback I have been given on the guest feedback log, which shows that I am performing my job effectively and have given excellent customer service and experiences. It also runs directly contrary to the multiple coachings I have had previously whereas Mr. Schreinger and Mr. Sweeney stated I am too transactional with guests and do not talk enough with them, I have received coachings even just a week prior with managers saying that I am not transactional enough and talk too much with the guests. I believe the changing and inconsistent reasons provided for the adverse actions are a pretext for the discriminatory treatment I have experienced since disclosing my disability. 

At this current time, I am actively looking for employment opportunities elsewhere on campus. I am, however, requesting a university-led investigation into this matter. There are multiple other instances of other employees mentioning discriminatory rhetoric from management and there are elements of a hostile work environment which run afoul to what the university stands for.

Thank you for your attention to this serious matter.

Have not filed any legal complaint yet

Yes, I have the dates and there are witnesses

No

Good to meet you Justin, my question is in regards to if I would have a form of an EEOC claim. Interestingly enough I’m not really interested in being rehired or anything as much as I’m wondering if I have a claim regarding what has happened with all of the context I provided.

And when I say other people with those guest feedback logs, I mean entirely just the boss who fired me.

Yes, I have psychomotor agitation due to my bipolar where sometimes I have really bad handwriting because there’s so much energy going through me. They have routinely stated that my handwriting is bad even after disclosing the disorder, and they kept badgering me about it at times.

Are you still there? The chat service seems to have glitched.

They kept stating that I sounded nervous but could never explain why. One boss also kept stating I needed to watch my tone but no other employees could seem to figure out what she meant and I had to pause and explain to her I am listening and I am taking mental notes in the most calm way possible just to have her understand.

There recently was an example at work where I did the right thing and per protocol sold someone a parking pass for a football game that weekend and even though I sent everything to my boss afterwards and confirmed it, somehow that message got lost even though the main boss (the one who fired me) said thank you when I emailed him.

One of the managers randomly claimed that I had given him the wrong pass and told me that he wanted something else even though she never once spoke to him and I brought it up five times with her to the point other employees were wondering what the heck was going on.

I also got in trouble for apologizing to a guest that same day because allegedly I am not allowed to do that only managers are, which again, other employees mentioned was very weird and seemed targeted towards me specifically as you would want to always apologize when something happens.

And going back to my initial complaint with HR, none of these complaints ever happened until after I disclosed I had bipolar. All of a sudden after that, then all of this nonsense happens and the entire tone I was having seemed to change.

Thank you, I guess my big question here is I’m going to be likely reaching out to some attorneys within my local area just to review what I have before I submit an EEOC complaint, while none of this is direct legal advice, is there anything I should be looking for when seeking an attorney to help with this type of issue?