De Anza Force vs Silicon Valley/Palo Alto Soccer Club for comp soccer.
2013 GK with offers from:
- De Anza Force Elite
- Silicon Valley/Palo Alto 4th team
Would love honest feedback on development, coaching, level, and overall experience.
Location: California
I’m seeking advice regarding a recent termination that may involve retaliation and adverse action in close proximity to medical leave.
Timeline:
• July: Joined a large tech company (multiple offers).
• Jan 15: Received a strong performance review (current manager present).
• March:
• Took 3-day doctor-authorized medical leave (ER visit).
• During leave, received written warning alleging a “pattern” of unauthorized changes.
• Upon return, disputed in writing with detailed evidence; manager acknowledged and said he would review. He didn’t.
• April:
• Identified and documented in writing that another colleague caused a production issue.
• Statements made during the incident were later contradicted in a group review. He apologized. No further action was taken.
• A few weeks later:
• Minor internal monitoring issue (no customer impact).
• While explaining root cause, manager instructed me to apologize without explanation, stating I was being “deceptive.”
• Manager continued to characterize prior issues as a “pattern” despite my written rebuttal.
• Next day: Terminated, citing “the last few months of incidents.”
Additional context:
• 18 years of experience; strong output during tenure.
• Granted additional equity awards in April.
• Terminated shortly before one-year anniversary and scheduled equity vest.
• Forfeited unvested equity from both initial and April grants.
Documentation available:
• Write-up issued during medical leave
• Written rebuttal with supporting evidence
• Incident communications and timelines
I would appreciate your assessment of whether this may involve retaliation, wrongful termination, or leverage for negotiation.
Thank you
Hello,
I’m seeking advise regarding a recent termination that may involve retaliation and adverse action in close proximity to medical leave.
Timeline:
• July: Joined a large tech company (multiple offers).
• Jan 15: Received a strong performance review (current manager present).
• March:
• Took 3-day doctor-authorized medical leave (ER visit).
• During leave, received written warning alleging a “pattern” of unauthorized changes.
• Upon return, disputed in writing with detailed evidence; manager acknowledged and said he would review. He didn’t.
• April:
• Identified and documented in writing that another colleague caused a production issue.
• Statements made during the incident were later contradicted in a group review and it was clear he had lied about his part. He apologized, nothing was done.
• A few weeks later:
• Minor internal monitoring issue (no customer impact).
• While explaining root cause, manager instructed me to apologize without explanation, stating I was being “deceptive.”
• Manager continued to characterize prior issues as a “pattern” despite my written rebuttal.
• Next day: Terminated, citing “the last few months of incidents.”
Additional context:
• 18 years of experience; strong output during tenure.
• Granted additional equity awards in April.
• Terminated shortly before one-year anniversary and scheduled equity vest.
• Forfeited unvested equity from both initial and April grants.
Documentation available:
• Write-up issued during medical leave
• Written rebuttal with supporting evidence
• Incident communications and timelines
I would appreciate your assessment of whether this may involve retaliation, wrongful termination, or leverage for negotiation.
Thank you
Hello,
I’m seeking advise regarding a recent termination that may involve retaliation and adverse action in close proximity to medical leave.
Timeline:
• July: Joined a large tech company (multiple offers).
• Jan 15: Received a strong performance review (current manager present).
• March:
• Took 3-day doctor-authorized medical leave (ER visit).
• During leave, received written warning alleging a “pattern” of unauthorized changes.
• Upon return, disputed in writing with detailed evidence; manager acknowledged and said he would review.
• April:
• Identified and documented in writing that another colleague caused a production issue.
• Statements made during the incident were later contradicted in a group review.
• A few weeks later:
• Minor internal monitoring issue (no customer impact).
• While explaining root cause, manager instructed me to apologize without explanation, stating I was being “deceptive.”
• Manager continued to characterize prior issues as a “pattern” despite my written rebuttal.
• Next day: Terminated, citing “the last few months of incidents.”
Additional context:
• 18 years of experience; strong output during tenure.
• Granted additional equity awards in April.
• Terminated shortly before one-year anniversary and scheduled equity vest.
Documentation available:
• Write-up issued during medical leave
• Written rebuttal with supporting evidence
• Incident communications and timelines
I would appreciate your assessment of whether this may involve retaliation, wrongful termination, or leverage for negotiation.
Thank you,
Timeline:
- January: Received an above-average performance review and was temporarily promoted to team co-lead. My peer became my manager.
- March: Took a 3-day medical leave due to seizure-like symptoms. Upon return, I received a email alleging three performance issues, which I disputed with documentation showing they were inaccurate/caused by others on my team. I was told it would be reviewed, but no follow-up occurred.
- Approximately 3 weeks later: I reported a coworker to my manager for falsifying data/documentation and being dishonest about code-related issues. No action was taken.
- About 2 weeks after that: I made a single, reversible coding mistake and was terminated, with the stated reason being a “pattern of behavior.”
I had no documented performance issues prior to my medical leave. The timing—discipline immediately after medical leave, followed by termination shortly after reporting misconduct—is this retaliation and possible violations of California Labor Code Section 1102.5 and California Fair Employment and Housing Act?
I was employed for approximately 8 months. I did not receive PTO payout due to an unlimited policy and was not paid beyond my final day.
Any advice?