not the op, but any court of law will hold the employer liable due to timing, assuming the employee had no previous negative performance reviews or interventions against them.  in a lawsuit, the company would have to deny that the termination was wrongful, and use the above as evidence. if such evidence doesnt exist, the only evidence available is in favor of the employee, which is an innocuous timestamped text message asking about their rights, which is protected by employment law in all 50 states, and then a termination that seemingly came out of the blue days later.  thats an open and shut case.
United States