Seeking Assistance: Parental Leave-Related Discrimination Case at a Private Company Forum

[Anonymous User]

I feel that I have experienced parental leave-related discrimination at a private company. Would someone be able to review my case? If you're available, please see the brief description and timeline below to evaluate whether this is a case you can move forward with. 

Overview: 
I experienced parental leave-related discrimination after returning from parental leave. My leave ended on 7/1/2024, and I resumed work the next day, on 7/2/2024. From Sep 2020 to Dec 2024, I worked remotely at a H-based IT company for a North California-based team, reporting to my manager, Natasha B. (N.B.), and skip manager, Shibei Y. (S.Y.). Throughout my four years, I was never placed on a Performance Improvement Plan (PIP). Below is a summary of events based on my recollection.

9/16: I informed to N.B. that I am unable to fully commit to the assigned project due to my baby's serious health issue, which requires my attention. I mentioned that I might work limited hours, possibly take sick leave, and expressed uncertainty about completing the work this week. I also suggested that someone else might need to assist with the tasks. Therefore, I conveyed that I need more time to manage my responsibilities.

9/17: Raised concerns about parental leave-related discrimination with HR, who advised addressing the issue with N.B. directly.

9/24: Followed up on the 9/16 project during a team meeting with N.B. and teammates, and N.B. stated she had taken over the project.

10/3: N.B. insisted I refused the project on 9/16, disregarding the challenges I had shared and inform me will provide me low performance.

10/4: Discussed transferring teams with S.Y. and mentioned the situation I faced on 9/16.

10/7: Explained to HR that my sense of discrimination stemmed from N.B. handling of the 9/16 project.

10/9: I further explained to HR that the sense of discrimination arose from N.B. insistence on 10/3 that I refused the project on 9/16, despite my having clearly communicated my circumstances at the time.

10/14: S.Y. rejected my team transfer request and told me to figure out how to work with N.B. This response implicitly dismissed my concerns about parental leave-related discrimination, despite my having previously expressed them.

10/22: N.B. continued to revisit the September 16 project, seeking clarification even though I had explained it to her multiple times.

10/24: N.B. stated that my explanations about the 9/16 project were unacceptable, despite my repeated efforts. Later that day, S.Y. informed me he would initiate a PIP as raised by N.B..
At that moment, I also recalled instances where S.Y. had commented on my parental leave, including:
(1) Saying three months of parental leave was too long when I first requested it. 
(2) Mentioning that S.Y.’s manager told him he could not disagree with my parental leave request. 
(3) Stating I should not take sick leave to accompany my spouse to medical examinations during pregnancy and that my spouse should attend independently. 
(4) Asking whether I could work part-time after my parental leave.

10/25: N.B. revisited the September 16 events despite my prior explanations, leaving me mentally exhausted and feeling further discriminated against.

11/4: I reported the unresolved parental leave-related discrimination to S.Y. and N.B. upper management via email, stating that HR had not addressed the issue. Later that day, S.Y. continued to disregard my concerns about HR’s inaction, as outlined in the email to upper management.

11/5: I scheduled an appointment with a psychiatrist for 11/22 to address the mental health impact of the parental leave-related discrimination.