Is It Possible I Was Discriminated Against And/or Wrongfully Terminated? Location: Us-pa

Location: US (PA)

I was employed full-time at a large university for 3+ years. I developed a disabling illness and worked with multiple providers for STD/FMLA leave which was approved beginning April 2025. This leave was exhausted on 9/15/25 and I was terminated on 9/16. I was notified on 9/4 of my “Final STD Approval” this email informed me when my leave period would end. It also informed me that I may be eligible for LTD benefits and ADA accommodations and included how to apply/request each. Lastly this information was provided: “If you are unable to return for other reasons, you may request a leave of absence without pay which must be in writing and submitted to your supervisor or department head. Your salary and your employment may terminate unless you return to work or your status is changed to leave of absence without pay. If a request is approved, your position will be held for you for the length of the leave”

At the time, since no other part of the document mentioned job security I interpreted the above as: “If you are unable to return for other reasons…your salary and your employment may terminate unless you return to work or your status is changed to leave of absence without pay”. I still thought it was unclear about job status, return to work after leave procedure, etc. I would like to know if that is a reasonable interpretation.

Regardless, I had appointments with one of my providers (P1) on 9/3 and 9/7 where we discussed what returning to work would look like and possible accommodations that could be requested. On 9/9 I applied for LTD benefits and then had an appointment with P2 where we discussed LTD, an estimated return to work date, and possible accommodations.

After my appointment I contacted my supervisor to inform them that my provider is recommending extending my leave through mid October. I asked them “Could you let me know how this might affect my job security or any next steps I should be aware of?”. On 9/11 they responded that they don’t know and asked HR on 9/9, and that they will let me know when they hear from HR. On the morning of 9/16 I had not heard a response, so I contacted my leave HR contact and asked about the procedure to return to work after LTD and if extending the leave to LTD affected my job security or position status. On the afternoon of 9/16 my supervisor told me she heard from HR and they asked her to call me and terminate me due to failure to return to work. On the phone call she complained to me about how she was left in the dark the entirety of my leave, HR gave her no updates at any point about my return status, and that she was told it was illegal to contact me and asking me about my leave was harassment. She told me that the decision was out of her hands and she just found out that morning and if I applied for leave without pay there might have been a different outcome. A bit later that afternoon, the HR person I contacted told me that LTD was for payment purposes only and the department is no longer required to hold my position.

After being terminated I was given a new HR contact “Who could answer any questions I had”. I told this contact the Final STD Approval letter was unclear and that when I asked my supervisor directly about how LTD leave affected my job status I received no answer up until I was terminated. I told them the situation was handled inappropriately and left me no opportunity to take proper action. I also asked her to provide a termination letter. She told me the STD letter stated if I did not return to work I may be terminated and due to department needs my position needs to be filled. (no termination letter was provided). I followed up about my supervisor’s silence and her next response stated my supervisor was waiting to hear back from HR about company policies.

I later received a letter in the mail informing me of my termination.

I filed a claim with the EEOC, with an upcoming appointment in January.

I assumed that I had become ineligible for LTD benefits from my employer, since I had been terminated. 2 months later, I received a call from an HR specialist at my job informing me that the LTD provider needs more information and needs to know if I will still be applying. I asked her if I could still use the benefit if I’m terminated, she said she didn’t see that I was terminated.

I've since reapplied and been approved for LTD benefits that will be backdated since my date of termination(?).

I believe I asked how to secure my position in an appropriate amount of time before my leave was exhausted when I contacted my supervisor. I don't think I was given the opportunity to take any action to secure my job position despite me asking, or the chance to make an informed decision. I believe my job failed to engage in the interactive process required by the ADA, which further prevented me from making an informed decision or securing my job by returning to work and requesting accommodations.

I understand my position could not be held after 9/15, but is the way my job communicated unethical, discriminatory, or illegal as far as lack of communication when I reached out about returning to work? I also am now more confused because the system shows that I was not terminated despite me receiving a termination letter in the mail and being told by my supervisor and the HR contact she gave me that I am. I also wonder how me receiving LTD benefits would affect the claim that I submitted to the EEOC or whether the termination was wrong or not. I would also like to know what information might be helpful to present at my EEOC interview.