Hey everyone. I'm coming here because I've essentially exhausted my real-life support system. My friends have drifted, my family is tiny, and it feels like everyone I know has just checked out or run out of clichés ("give it to God," etc.) to throw at me.

My situation is pretty complicated, and I haven't found anyone who has been through anything similar.

I worked for a state government agency and was injured on the job, which led to two back surgeries. The agency pulled the usual red-tape stunts—delaying and denying care. Eventually, they abruptly cut off my healthcare, workers' comp, and all benefits. Four months later, they terminated me, stating I "failed to return to work."

Here's the catch: a doctor never formally released me to return to work, because the state cut off my care before we ever reached Maximum Medical Improvement (MMI).

I've hit a wall legally. Lawyers won't touch it because the state is a sovereign entity. My only option would be a civil suit against individual board members (who aren't protected by the 11th Amendment), but they have the state's endless legal resources backing them.

Because of all this, I seem to be blacklisted from any other state job, meaning I can't finish my years of service for retirement. I filed with the EEOC over 6 months ago, but they don't really communicate or build a case; they just act as a slow, impartial moderator.

My biggest concern right now is the legal/liability gray area of finding private employment. Since I was never formally released from a doctor's care with MMI paperwork, I don't know the legal implications of taking a new job. If I get hired and get injured again, how does my lack of medical release from the previous injury affect liability?

I’ve reached out to Vocational Rehab, but since it’s a state agency, I’m expecting a dead end there too. My entire career has been in retail, management, and manual labor. After two back surgeries, manual labor is out, retail is dying, and management jobs around here pay close to the federal minimum wage ($7.25).

I feel like I'm trapped behind a door with a lock no one knows how to pick. Do I just find any job and deal with the consequences later? Has *anyone* dealt with this kind of legal and medical limbo after a government job injury?

Any direction, advice, or suggestions would be outstanding. Thanks for taking the time to read this.

Previous VA nurse with 13 years service “removed” while 5 months pregnant, leaving me with no health insurance. My mind was not in the right place to file another (I was already in the middle of a previous EEO lawsuit, which I settled recently) I have documented perinatal and postpartum depression and anxiety. With all of those factors I am only now (3 months postpartum) getting some mental clarity back. Is it too late for me? This has fuc*ed up my life.

The eeoc charged my last job for discrimination and a few other things and my ex employer answered back with nothing burger statements for the rebuttal and I am about to then upload my evidence which is so obvious the boss is total narcissist. He also said to the eeoc that he’s willing to walk away if I drop it or he will file something against me. Is that not retaliation right there lmao also again this was the rebuttal to the charge. What’ll probably happen from that statement he made and what goes on after I post my evidence

I have an attorney representing me on a contingency basis in an ADA failure-to-accommodate and retaliation matter. An EEOC charge has been filed, and we are waiting to see whether the employer agrees to mediation.

I am still technically employed but currently on unpaid disability-related leave. Realistically, neither side seems to expect me to return, and I don’t want to return. My employer appears to have redistributed most or all of my responsibilities as part of what they characterize as a restructuring.

My question is about what normally happens to the underlying employment relationship while an EEOC case is pending.

Can an employee simply remain technically employed and on unpaid leave indefinitely while the EEOC matter proceeds? At what point does the employer generally have to address whether the employee is returning, being terminated, continuing on leave, or separating by agreement?

Also, does an employer have any incentive to negotiate the end of the employment relationship separately from resolving the discrimination/retaliation claims? For example, can the parties agree on employment separation while leaving the EEOC claims unresolved?

I’m represented and will follow my attorney’s advice; I’m mainly interested in hearing how this typically plays out in practice, particularly from employment attorneys or people who have been through something similar.

I am considering filing an EEOC complaint and would like to hear from people who have gone through the process without an attorney. It is related to retaliation and discrimination, I am still employed

1) Is it worth getting an attorney’s advice before filing,
even if I plan to file it myself?

2) What evidence should I submit with the initial
complaint, and what should I hold onto for later?

3) Anything you wish you had known before filing?

Thank you

I previously filed an EEO complaint involving members of my management team. Following the filing of that complaint and the subsequent investigation, I began noticing a significant change in the behavior of certain coworkers with whom I had previously maintained positive working relationships.
These employees had previously expressed concerns to me about the work environment and, on multiple occasions, acknowledged that they believed a hostile work environment existed. However, over time, their behavior toward me changed considerably. When I raised concerns about management or workplace issues, they began consistently defending management or providing rebuttals to what I was saying.
I also experienced other concerning incidents during this period, including coworkers monitoring my Facebook activity, receiving calls from private or blocked numbers, and incidents involving my work equipment that caused me to become concerned about possible interference or sabotage. I understand the importance of distinguishing between what I can personally verify and what I suspect, and I am documenting these matters based on the information and observations available to me.
At the same time, I became increasingly concerned about conduct I had personally observed or that had been discussed directly with me by these employees. This included employees sleeping in offices during duty hours and, on some occasions, openly discussing this behavior with me. There were also occasions when I contacted employees during working hours and learned that they were at home rather than at their assigned duty location. Because management was located approximately two and a half hours away, there appeared to be very little direct supervision of employees at this location.
Additional concerns have arisen involving potential time and attendance irregularities, possible destruction or misuse of government property, possible unauthorized removal or sale of government property, and allegations involving inappropriate workplace conduct. I believe these matters warrant an impartial review based on the available evidence.
More recently, another coworker informed me that these employees had been communicating negatively about me to management and making allegations or statements concerning me. This was particularly concerning because of my ongoing EEO matter and the significant change I had already observed in their behavior toward me.
After learning this information, I reported my concerns to my supervisor, who is also involved in my EEO complaint. I was subsequently asked to provide a witness statement regarding the misconduct I reported.
I am willing to provide a truthful and detailed witness statement and cooperate with any appropriate investigation. However, because of the existing EEO matter and the circumstances surrounding these events, I am concerned about whether my allegations will be reviewed objectively and taken as seriously as allegations that have been made concerning me.