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Being put on a performance plan usually means “out of respect, we are going to let you keep working for a little bit while you try to find another job”
As far as having a case to sue, I’d contact an employment law attorney in your state to find out your options there. However, PIPs are usually a way for HR to develop documentation to justify your termination, so you may have an uphill battle for a case.
Unlike FMLA, STD is not job protected leave.
It that case, job protection ends the day you return. So, you didn’t have FMLA job protection when they terminated you.
Reach out to the EEOC and speak to them (you can submit a complaint, which os not the same thing as filing a charge). They can help you establish if your termination was discriminatory and/or retaliatory in nature . If so, you might very well have a case.
Many companies have been reorganizing without proper training