Anger is usually the first emotion in a situation like this and that is totally righteous. There is no question what they are telling you is wrong. There is a good reason to take the advice you have just got here and report these people and engage an attorney. The fact is if they will do this to you they will do it to others as well (perhaps they already are) and at some point somebody needs to take action. Maybe it's you Andrea that will be the wrong person they shoved. I think the first action in this case if you want to go after them would be to report them then if things go bad call a lawyer.

I don't know your set of circumstances or what you would prefer to do in this case but maybe just leaving and finding another job is what you would prefer. In any case I think you should request a meeting with whoever management is and come to it with a series of prepared questions or submit these questions in writing to them and ask for a written explanation of their terms, e-mail is fine for this as well. Perhaps through e-mail you can contact several people in the organization that employs you at once. You will certainly want to know:

Who has made the decision that you can not use your lunch time to take your son to daycare?

What is the reasoning behind restricting how you utilize your lunch time?

Is this decision based on company policy and if  so does this mean that the organization you work for supports this restriction?

What is the current company policy as stated in writing in the employee handbook on break and lunch time?

Why are you being informed of this new "policy" now as you have been an employee for (X amount of time) and have never been informed of it in the past?

Does the organization you work for feel that taking your son to daycare during your lunch break is grounds for termination?

Do they feel that taking your son to daycare has an impact on your job performance and if so how?

Basically, my point is you should try to get them to answer some questions for you. I don't know the circumstances you work under and the size of the company. Is this one stupid manager that made this up and if so maybe he or she is the one that will end up looking for work elsewhere. Are they threatening more than just you? Do your coworkers have complaints as well? I mean is the person that threatened you with this nonsense just some boob that is throwing his weight around? If you do this via e-mail and can get responses to your questions in writing you will be well armed if something goes wrong down the road.

Sit down, talk about it with your family and come up with a list of questions you want them to answer. Remain calm and reasonable in all your dealings with them as you attempt to get your questions answered and keep good records of what takes place. Then of course always have a plan B and see what else is out there for jobs right now...maybe you would end up much happier and better off elsewhere. You are obviously someone that would be an asset to the people you work with where ever you go. So good luck with the whole deal and do your best not to get discouraged by any of this...it really is a load of crap. Sorry you have to suffer though it. Here's some stuff from a website that provides some info about wrongful termination in Florida.   

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Tips that Can Help

The following steps may help you improve your position if you have been fired.

1. Don't act on any negative instincts against your employer.
2. Contact an employees' rights lawyer for advice and representation.
3. If you have an employment contract, become familiar with the provisions of the agreement.
4. Inquire about the reasons for your termination.
5. Find out who decided to fire you.
6. Request to view your personnel file.
7. Review promises made by your employer and gather evidence of those promises.
8. Request and negotiate a severance package.
9. Confirm all agreements regarding your termination and severance in writing.
10. Do not allow yourself to be intimidated.
11. Return all company property and follow any other common post-employment procedures.

Wrongful Termination Claims: Documents to Show Your Attorney

If you have left a job on anything less than friendly terms--you were fired or asked to resign or you quit over a salary dispute--you will definitely want to consult an employment attorney. Your attorney will be able to tell you whether your rights were violated when you were laid off, or whether you have a case for unlawful termination even though technically you resigned. In order to get the most out of the initial consultation with the lawyer, it's a good idea to gather copies of the following documents into a folder to show your attorney. Be sure to make two copies-one for you to keep for yourself and one to leave at the law office.

• Your employment application.

• The company's employment manual or handbook.

• Your employment contract.

• Your job description.

• Pre-employment screening documents, such as drug test results, background check, and letters of reference.

• Your resume.

• Payroll records, including records of paid leave accrued and used.

• Records of any in-house grievance proceedings in which you were involved.

• Names and addresses of co-workers who had similar employment problems, who have information about your situation, or who would be willing to testify on your behalf.

• Your attendance records.

• A diary or log, if you kept one, or a written chronology of events, with dates of particularly important employment problems and meetings.

• Performance evaluations and results of drug tests, employment tests, training completed, or other records of your job performance.

• Memoranda or correspondence, including printouts of e-mail messages, that relate to your employment termination or grievance.

• Accident reports, if applicable.

• Medical records, if applicable.

• Your financial and credit information.

• Salary information from your current job and/or unemployment compensation records.

• Information about your post-termination job search, including companies to which you've sent applications and where you've had interviews.