In late 2005, he said he started to fall behind in his work and asked Siggins and other library employees as well as the Equal Employment Office to provide him with several accomodations. These included more flexible hours and increased assistance from his staff.
In the complaint, Langer said the University responded by asking him to take short- or long-term disability leave, a type of insurance benefit. He said he declined this offer because he was most likely not eligible for disability leave; he had depression when he arrived in 2003. According to the insurance plan obtained by The Hatchet, employees may not be covered for conditions that existed before employment began.
Several months later, Langer took leave from his position in accordance with FMLA. Langer said when he returned in February 2006, Siggins was openly hostile toward him.
"I knew after taking (FMLA leave) for the first time that this was no longer a personnel problem," Langer said. "This had become a personal issue on (Siggins') part."
Langer said the growing tension in the workplace - as well as an overburdening workload - forced him to take FMLA leave again in September.
In November 2006, after he returned from his second FMLA leave, Langer was called to a meeting in Siggins' office, where Langer said Siggins told him to resign or be terminated.
The only exhibit in the case is a letter written by Siggins in July 2005, saying Langer had done "substantial and productive work for the Gelman Library." The letter also reappointed Langer to his position until 2009.
Langer said this shows he was a highly regarded employee, adding that the University did not take traditional steps to help him improve when his work suffered because of his depression.
"Yes, I knew they were dissatisfied. Yes, I knew there was a great possibility of them firing me. But as I said, they have not gone through the traditional - but perhaps not legally required - steps of dismissing me," Langer said. "It was at this point so personal for (Siggins) that he just wanted me out of his sight."
In the complaint, Langer said the University responded by asking him to take short- or long-term disability leave, a type of insurance benefit. He said he declined this offer because he was most likely not eligible for disability leave; he had depression when he arrived in 2003. According to the insurance plan obtained by The Hatchet, employees may not be covered for conditions that existed before employment began.
Several months later, Langer took leave from his position in accordance with FMLA. Langer said when he returned in February 2006, Siggins was openly hostile toward him.
"I knew after taking (FMLA leave) for the first time that this was no longer a personnel problem," Langer said. "This had become a personal issue on (Siggins') part."
Langer said the growing tension in the workplace - as well as an overburdening workload - forced him to take FMLA leave again in September.
In November 2006, after he returned from his second FMLA leave, Langer was called to a meeting in Siggins' office, where Langer said Siggins told him to resign or be terminated.
The only exhibit in the case is a letter written by Siggins in July 2005, saying Langer had done "substantial and productive work for the Gelman Library." The letter also reappointed Langer to his position until 2009.
Langer said this shows he was a highly regarded employee, adding that the University did not take traditional steps to help him improve when his work suffered because of his depression.
"Yes, I knew they were dissatisfied. Yes, I knew there was a great possibility of them firing me. But as I said, they have not gone through the traditional - but perhaps not legally required - steps of dismissing me," Langer said. "It was at this point so personal for (Siggins) that he just wanted me out of his sight."
