I threatened them with an eeoc claim for bias scheduling hara--ssment last year. Union turned a blind eye to my case and sided with the lying aff manager. Only for the ethics report, raise a wink to the big wigs and say "Oh, shi--t. This is serious. Discrimination, disability and a few other things." This resulted in the district manager getting fired and the store manager getting demoted at the time. Had they not  taken corrective action, I would of moved forward with it. Don't hire a male into my position, then severely reduce my hours to barely any without just  cause reason and use some thin ice reason to justify the move. Then continue to schedule harass me and think you can get away with it. Coupled with my disability getting me in trouble for shi--t out side of my control. I had to constantly remind them I'm not signing that, my autism doesn't let me smile or make eye contact." Ontop of our lead displaying a toxic verbal harassment environment to the point of not acceptable. This was not okay as it violated my disability rights, and this bs all started when I was 40 not before coupled with gender discrimination. If they had not done this I would have moved forward with an eeoc claim. Considering this caught the attention of the big wigs big wigs bosses, this was very serious. I don't like to send nasty grams but when you demote me out of the blue and start using the ye old quiet quitting tactics, I'm not taking one ounce of it. This isn't the first time I've gone through this bs before.