STERN LEGAL JUSTIFICATION: PRIMA FACIE CASE FOR EEOC INTERVENTION

1. Clear Violation of ADA Interactive Process (42 U.S.C. § 12112(b)(5)(A)): Cox failed to engage in a timely, good-faith interactive process after notification of your medical condition and request for accommodation, violating core ADA requirements.
2. Direct Retaliatory Termination Following Protected Activity (42 U.S.C. § 12203): Your termination occurred shortly after requesting accommodations and asserting your rights. Such termination constitutes retaliation.
3. Constructive Notice and Waiver of Denial: Cox proceeded with medical leave, required physician notes, and adjusted benefits without acknowledging a formal ADA process.
4. Pattern of Noncompliance: See previous case "1775. This retaliatory action was in response to Anderson’s request for reasonable accommodation." (See the NERC v. Anderson case)
5. Rejection of clear doctor medical request with no conversation Rejection was done with the only goal to remove his rights or say so.
6. Termination Without Due Process or Opportunity to Rebut: Cox misrepresented that there was a violation of company to meet the goal of their agenda.
7. Intentional Omission and Evasion of Documentation: The Company never gave him a chance to be in compliance and then made it as though he was never at there.
8. Financial Damages Resulting from Illegal Practices: Your job, but a lack of benefits that was promised.

These facts establish a clear prima facie case of disability discrimination and retaliation, requiring the EEOC to investigate, determine findings, and pursue enforcement or reconciliation to protect your rights and ensure compliance with federal law.