My question involves labor and employment law for the state of: Texas
This is probably going to be a weird story but I'll try to be succinct. I worked for a company for 9 years and received 3 promotions. The previous dept. I was promoted to was very stressful and caused an uptick in my anxiety. I went through the process of requesting ADA Accommodations which were rejected and lead to me being put on paid admin leave as I was no longer considered qualified. My company allowed me to interview for other positions that did not trigger my anxiety. I interviewed for many positions and was not selected for any. Subsequently my company pulled out the old compromise, settlement agreement asking me to resign in exchange for money. My attorney reviewed the facts and sent the company a demand letter to try to negotiate a better settlement for me. Long story short they low balled me on a settlement and would not budge giving me a deadline to respond. My response was to decline their offer and my intent was to file with the EEOC.
Subsequently I received a non disciplinary termination due to incapacity. (they say in good standing). Since I work for the gov. I was given the chance to appeal which I did furnishing all my performance evaluations as I was not a problem employee, my boss was honestly a nasty person. Later I was called for an interview and hired back on with the same company approximately one month after my termination. (different department) Pretty much everything in my People soft, other than my emails, were the same. So here are my questions.
Do I have to mention the 1 month termination when applying to outside companies although I was re-hired? If so, how do I do it without having to go into my disability.
Is there a chance that I can ever promote in my current company or am I going to always be seen as a "trouble maker" or the employee that will lawyer up.
What implications might this mean for the company?
Can any prospective employer just call up and see this in my file?