I'm by no means an expert when it comes to unions; my experience is not non-existant but most of it is from a long time ago.

But I see potential problems with this both in terms of FMLA and Title VII.

Based solely on what you've posted, I think the FMLA case is the stronger, so I'd start there. JK has provided appropriate links; the regulatory agency is the US DOL.

It can't hurt to contact the EEOC but I'm not as certain you can make a case that way.

I am assuming that you meet the eligibility requirements for FMLA - 12 months minimum for this employer and 1,250 hours in the last 12 months.