Do I have a possible pregnancy discrimination case?

I contacted my assigned benefits specialist to discuss additional questions I had regarding my leave of absence due to pregnancy. I asked if was eligible to take an additional 6 weeks off to bond with my baby and utilize the state Paid Family Leave wage replacement benefit immediately after my medical leave ended. I was told that I was not eligible for any bonding time as I had not completed 12 months of employment and would become eligible as of my anniversary date 2/26/19 at the time I would also be eligible for FMLA. I explained that I understood the additional time would not be job protected and continued to ask what alternative options are. For instance, can I request a personal leave of absence for that time period? I was then threatened with termination if I requested any additional time off, she was contradictory in saying that additional time off is not against company policy, however if I requested any additional time off my position would not be held (because the company is not obligated to do so). She also went on to say that The Company is already granting me with the Medical Leave of Absence out of the kindness of their hearts. She was patronizing throughout the call and laughed repeatedly as she told me I wouldn’t have a job if I requested any additional leave prior to my one year anniversary. I was also ignored by the benefits specialist when I asked about lactation accommodations upon my return and never provided a PFL brochure. Humiliated and in tears I drafted an email to my direct supervisor to tell him what I had experienced. At this point I was very concerned and fearful of my continued employment altogether. My supervisor was very reassuring and stated that I am a valuable employee to the department and advised that I had his support to take an additional 6 weeks of leave. He asked me to reach out to the benefits specialist again and inquire what the next steps would be to arrange the additional time off and if she required a form or letter from him in writing stating it would be okay with the department that I return to work late January. The following week I was called into my supervisor’s office, he advised that he had been coached and misinformed me. Feeling defeated, I asked my supervisor if I could work remotely from home during the 6 weeks instead. I was denied this benefit/privilege although a now former employee was given the opportunity when in need of non-pregnancy medical accommodations.