My question involves labor and employment law for the state of:Oklahoma Came back from fmla and worked one day . The next day was met at the front door and brought into a meeting. We had a meeting about signing a time sheet and using an abbreviation without a supervisor's authorization. I told them that we had always used that abbreviation when leaving early on sunday nights after our work duties were completed. They said but you always checked with a supervisor before leaving and I said yes but about a month ago we had a supervisor on Sunday nights. Then you decided that we no longer need a supervisor on Sunday nights I was told that if I wanted to I could clean up the isles and make sure the Ceran area was straightened up to get my full 8 hours. I was never told that I could no longer leave early when done with my job duties or to stop using the abbreviation NWA which means no work available which we have been using for about a 1 1/2 yrs when done with our specific jpb duties. Also it does not state in our handbook that you half to have approval from a supervisor when using nwa for abbreviation and it is not posted anywhere that you half to have approval from a supervisor for doing this. I said if you no longer wanted me to do this all you had to do was tell me. The human resource rep. said well I am terminating you today for falsification of whirlpool documentation for not having supervisors permission. And I said but that changed when you to my supervisor away and he said but that was always your policy in the past and I said but it changed when you took my supervisor away. Also my supervisor said that our support tech. were our go to guys and gave them emergency numbers including her phone number and made one of them our emergency response people. We checked with them before leaving early every night so they would no we wouldn't be in the building. They made me sign a piece of paper saying that I was terminated and then escorted me out of the building. My Co-worker was also with me every night doing the same things and even taking fmla at the same time he was fired a couple of days before me because he got off fmla first. They said that this was gross misconduct and that I could not work for the company again unless there policy changed. This is putting me in the same category as sexual harassment, faulty ua, and assault. I feel that my boss was just mad because we were both gone on fmla and had a hard time while we were gone. She could have already known we were doing this it happened twice since there was no supervisor there once on the sunday between my 8 days of fmla and once prior to this on sunday. My co-worker appealed his termination and goes back to work tomorrow. I don't know if I want to go back because the way I was treated and can only work the one position with her as the supervisor. I have lost pay over this pulled out 401k losing the money they contributed. What should I do?