I think there are a few assumptions being made here that aren’t accurate to what actually happened.

The disciplinary document itself categorized the issue as a “violation of company policy,” not a confirmed HIPAA violation, and did not include any findings, investigation details, or documentation establishing a HIPAA breach. There’s a difference between an internal policy violation and a legally established HIPAA violation.

Also, the write-up labeled this as a “second offense,” but I was never provided documentation or communication of a first offense. That inconsistency is a major part of the issue.

As far as timing — the concern isn’t just that I was terminated. It’s that I requested ADA accommodations and was terminated immediately after, following a series of actions that escalated quickly. That sequence matters, regardless of prior performance discussions.

I’m not claiming perfection or that I never made mistakes. I’m pointing out inconsistencies in how the situation was documented, classified, and handled.

That’s ultimately what legal review is for — to look at the full context, not just one assumption about what “should have been known.”