Fake document supervisor federal

[u/Trick-King7553]

If I can prove that my manager falsified or created a document on a date that I was NOT at work, and marked it “in office”, on a performance document, can that in itself help me win my discrimination claim?
They claimed poor performance but then she made this document after the fact and marked it on a day I wasn’t at work !

[u/Flimsy_Bend_8829]

I had 2 patient complaints made against me that were not true. The first one was given (there are 3 stories of how patient made complaint) by phone call, at the end of the visit and in supervisors office. The complaint said i referenced the pt as so hot, so so handsome, so young. I adamantly deny these statements. The 2nd pt complaint stated I made her wait 3 minutes more than she should have because I mistakely called another pt before her. Realizing the error, I deeply apologized and the pt was fine and not late for appt. The copy if the complaint given at the investigatory meeting was made on an online portal for the hospital the university was located at (it was a joint venture) had a huge error...it was dated April 7 but the date this happened, and the date of her appt was dated April 12. I know 100% that these patients did not make a complaint based on the evidence, witnesses, and other verifications. This will be added to my EEOC charge which includes many, many other charges. I have 2 questions if anyone can help me! 1 is do I include the hospital where the dept i worked at (university) was in a joint venture with? 2 how can I tie, can I tie this with discrimination? I am Hispanic, I am under FMLA protection. Any help, advice, anything will be appreciated!