Can The Company Fire Me When The Civil Lawsuit Is In Process?

I am a foreign engineer hired by a Korean company in Alabama in US, and I do have valid work authorization and visa status.

For approximately three years since joining the company, I was subjected to inhumane treatment by my direct supervisor, who is of the same sex. This treatment included verbal abuse, physical assault, death threats, threats related to my employment and immigration status, forced personal errands unrelated to my job, sexual harassment, and sexual assault.

I reported this conduct to the EEOC, and I am currently preparing for an upcoming deposition. I possess extensive and highly compelling evidence of the harassment, including multiple witnesses, numerous video recordings, and audio recordings.

I also have evidence showing that company executives and the Human Resources department were aware of my supervisor’s conduct toward me, failed to take any corrective action, and even attempted to protect him after I made internal reports. Of course, the boss was fired only after the company realized that my report and my hiring attorney was not kidding.

Overall, the facts strongly favor my position. However, my primary concern is that I am a foreign national, and without employer-sponsored visa status, I cannot remain lawfully in the United States. I am still employed by the same company that is currently involved in litigation with me, and I am also in the middle of an employer-sponsored permanent residence (green card) process.

I am concerned that the company may attempt to use my immigration status or green card sponsorship as leverage or intimidation against me. At the same time, my departure would likely cause significant operational harm to the company, as there is no readily available replacement for my role, either in the United States or in Korea.

Once my green card process is completed, I would be able to leave the company freely. However, if the company were to unilaterally withdraw my green card sponsorship, I would be forced to transfer to another employer and restart the permanent residence process from the beginning.

As a foreign national without permanent residence, even with strong technical skills and performance, it is extremely difficult to receive fair treatment in the U.S. job market. For this reason, obtaining permanent residence is critically important to me.

Although the company’s legal strategy is not yet clear and both sides are represented by counsel, my question is this:

Can the company legally terminate my employment or unilaterally cancel my green card sponsorship in response to my EEOC complaint or my participation in the deposition?

I would appreciate hearing a variety of perspectives and opinions on this situation.

Location: Alabama