On September 21, 2010,
TARGET alleging that I abandoned the job, took the decision to terminate the
job relationship with me when I was under Pregnancy High Risk Condition Leave
Absence period approved by the Family Medical Leave Act (FMLA) on July 22, 2010. This
wrongful and disparate decision to terminate my job during my pregnancy
condition under a leave absence approved by the Family Medical Leave Act “FMLA”
and violating the process of the EEOC Charge of Discrimination investigation was
based on a warning letter dated August 13, 2010 sent to me by Store Team Leader
“STL”. In this letter, the STL indicated that not response to this letter by August 18, 2010, would be considered
that I abandoned the job. I confirmed to Target that this letter was received
on December 22, 2010 from corporate offices.
I want to remark that during the period
August 17, 2010 to August 20, 2010 I was under recovery process at the Tampa
General Hospital after a C-section surgery performed during my labor and
delivery newborn as well as others medical procedures.
However, on 09/21/2010 Target fired me just violating the
federal laws. After one year waiting actions from the EEOC they didn’t defend
my rights either, and after the 180 days EEOC lost their chance to handle my
case. Therefore, I received from them the “Notice to Right to Sue” on date
09/02/11, and I have ninety (90) days to proceed with a lawsuit over Target
according to the law.
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