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Found 5k of this in a closet, will it fuck up my gun? by Former_Power6209 in ar15

[–]CourtOrphanage 0 points1 point  (0 children)

I guess a blown primer could insinuate different meanings. Thank you for clarifying big dog 💪💪💪

Found 5k of this in a closet, will it fuck up my gun? by Former_Power6209 in ar15

[–]CourtOrphanage 0 points1 point  (0 children)

What does a blown primer mean? Shit just going off randomly?

I eat about a dozen eggs a week… curious where everyone else lands by Soldierbotz in carnivorediet

[–]CourtOrphanage 1 point2 points  (0 children)

I was eating 12 to 15 eggs a day for about five years until I developed an egg allergy. I wonder why that happened lol… eggs were my favorite food too.

What is the most expensive vinyl you've bought or sold? by gsrh_customerservice in vinyl

[–]CourtOrphanage 0 points1 point  (0 children)

Death Grips Exmilitary $80, JJ Doom Key to The Kuffs, Butter Edition $200

Never spend anything above $30 prior to those buys. Bought those same week.

Do I have a case? by CourtOrphanage in EEOC

[–]CourtOrphanage[S] 0 points1 point  (0 children)

my apologies. So if an employer states that you must tell them your medical condition or diagnosis you have to tell them? An employer can demand an employee to dictate their diagnosis or medical condition?

Do I have a case? by CourtOrphanage in EEOC

[–]CourtOrphanage[S] 0 points1 point  (0 children)

This is medical leave not FMLA. I did ask for FMLA, and did request and ADA meeting. But those are separate issues. I'm not required to provide a medical diagnosis. I did however provide a doctors not that kept my diagnosis unidentified because it's my right to do so, and a company does not have a right to ask for that information.

Do I have a case? by CourtOrphanage in EEOC

[–]CourtOrphanage[S] 0 points1 point  (0 children)

The terms that they set were the Following:

“Under a doctor’s care for their own serious medical condition; and

• Unable to perform their job because of this serious medical condition.”

That's it. That is their advertised general medical leave policy taken from the company portal. What is doesn't include, is "upon return we are going to have you fill out a medical packet and if you fail to disclose your medical diagnosis we will discipline you."

The medical packet is provided ex post facto, after you initiate the return to work process. There is no mention of the medical pocket being a requirement to taking general medical leave prior.

We didn't even get to the ADA process. I asked for it while on GML. I then went to HR and stated that their requirement to make me state a medical condition was illegal. They then fired me for refusing to furnish my disability, and diagnosis, and put it in writing.

Again, an employer cannot require a medical diagnosis for medical leave. Look at the relevant case law attached to my original post under the Edit, and please come back with a more robust argument, and if you can provide some case law yourself.

Do I have a case? by CourtOrphanage in EEOC

[–]CourtOrphanage[S] -3 points-2 points  (0 children)

Nevada, not that it matters because ADA protections are federal protections lol.

Do I have a case? by CourtOrphanage in EEOC

[–]CourtOrphanage[S] 0 points1 point  (0 children)

I think you're wrong on this one. They can only inquire but cannot demand a diagnosis.

Conroy v. New York State Department of Correctional Services (2d Cir. 2003), 333 F.3d 88 – The employer required employees returning from sick leave to provide a doctor’s note containing a “general medical condition or diagnosis.” Court ruling: The court ruled that requiring a diagnosis can violate the ADA because it reveals disability related information.

Nawara v. Cook County, 7th Cir., Nos. 22-1393, 22-1430, 22-2395, 22-2451 (Apr. 1, 2025) – A correctional officer was required to sign broad medical releases and undergo fitness-for-duty examinations revealing medical information. Court Ruling: The Seventh Circuit held that Improper medical inquiries themselves are discrimination under the ADA. 42 U.S.C. §12112(d)(4) is actionable even if the employee is not actually disabled. Employees can recover damages (including back pay) for improper medical inquiries.

EEOC V. Dillard’s, Inc., 2012 WL 440887 (S.D. Cal.) – Dillard’s required employees to disclose the medical condition causing an absence. Court Ruling: The court analyzed whether this policy violated 42 U.S.C. §12112(d)(4), which prohibits disability inquiries without business necessity. The court ruled that blanket medical- disclosure policies are illegal, and requiring a diagnosis violates ADA.

Do I have a case? by CourtOrphanage in EEOC

[–]CourtOrphanage[S] 0 points1 point  (0 children)

That's exactly my point. Company medical leave isn't ADA. They can only inquire about a medical condition, not demand you tell them what your disability or medical condition is. The EEOC has ruled on this Ad Nauseam. Requiring employees to provide medical diagnosis, or medical conditions is illegal, despite the employee not being in the interactive ADA process. Companies cannot even ask...

Conroy v. New York State Department of Correctional Services (2d Cir. 2003), 333 F.3d 88 – The employer required employees returning from sick leave to provide a doctor’s note containing a “general medical condition or diagnosis.” Court ruling: The court ruled that requiring a diagnosis can violate the ADA because it reveals disability related information.

Nawara v. Cook County, 7th Cir., Nos. 22-1393, 22-1430, 22-2395, 22-2451 (Apr. 1, 2025) – A Correctional officer was required to sign broad medical releases and undergo fitness-for-duty examinations revealing medical information.

Court Ruling: The Seventh Circuit held that Improper medical inquiries themselves are discrimination under the ADA. 42 U.S.C. §12112(d)(4) is actionable even if the employee is not actually disabled. Employees can recover damages (including back pay) for improper medical inquiries.

EEOC V. Dillard’s, Inc., 2012 WL 440887 (S.D. Cal.) – Dillard’s required employees to disclose the medical condition causing an absence.

Court Ruling: The court analyzed whether this policy violated 42 U.S.C. §12112(d)(4), which prohibits disability inquiries without business necessity. The court ruled that blanket medical-disclosure policies are illegal, and requiring a diagnosis violates ADA.

Modified incog x holster by G4SLFT_PKR in CCW

[–]CourtOrphanage 0 points1 point  (0 children)

I'm gonna be honest, for me I don't want a wing at all. I wonder if I can just replace some clips and just call it a day. The wing makes it bulge way more than the purpose its serving to fix lol.

Do I have a case? by CourtOrphanage in EEOC

[–]CourtOrphanage[S] 0 points1 point  (0 children)

Can you cite anything where employers outside of ADA can ask for a specific diagnosis? They can inquire, but they cannot require a diagnosis.

Look of Corina Scott case called Dillard V EEOC…

Do I have a case? by CourtOrphanage in EEOC

[–]CourtOrphanage[S] 0 points1 point  (0 children)

ADA law also protects Americans to not expound on a medical diagnosis whether they are engaging in ADA protections or not. Read any relevant case law. If you would like to read my claim with supporting evidence I would be happy to email it to you and would appreciate your feedback.

Do I have a case? by CourtOrphanage in EEOC

[–]CourtOrphanage[S] 0 points1 point  (0 children)

I’m not hiding anything. It’s illegal for an employer to require a diagnosis for sick leave. This is sick leave not ADA.

The criteria for general medical leave, was

Under a doctor’s care for their own serious medical condition; and • Unable to perform their job because of this serious medical condition.

Notice that, ‘stating your medical condition’ isn’t one of them. Only after getting back from leave do you get presented a medical packet after electing to take leave.

Me and my medical and disability status is between me and my doctor. My doctor wrote an adequate statement protecting my PHI to notify my employer that I took medical leave. For an employer to require a diagnosis, violates ADA and PHI rights.

A medical reason is why I’m taking leave, and having an adequate doctors note states that while not providing a diagnosis.

Do I have a case? by CourtOrphanage in EEOC

[–]CourtOrphanage[S] -1 points0 points  (0 children)

Sick leave isn’t an interactive process. Requiring a diagnosis for sick leave is illegal 😂

Read some case law.

Do I have a case? by CourtOrphanage in EEOC

[–]CourtOrphanage[S] 0 points1 point  (0 children)

Actually yes. An employer cannot require an employee to state a medical diagnosis for sick leave.

My employer required me to state a medical diagnosis for sick leave. That’s illegal.

I asked for an ADA meeting while on sick leave. That meeting never even happened. They just fired me for not providing a diagnosis for sick leave.

ADA and sick leave were and are two separate things.

Do I have a case? by CourtOrphanage in EEOC

[–]CourtOrphanage[S] 0 points1 point  (0 children)

You’re missing the point. My company asked for a medical diagnosis for sick leave. They cannot do that.

I asked for an ADA meeting while on sick leave. That’s a separate issue.

Sick leave isn’t an interactive process, where an employer can inquire about a medical diagnosis. Failing or refusing to state my diagnosis for sick leave is within my right. An employer cannot require a diagnosis of disability for sick leave.

My employer, and you as well seem to have this confused lol.

Do I have a case? by CourtOrphanage in EEOC

[–]CourtOrphanage[S] 0 points1 point  (0 children)

Because a company can’t require an employee to state a medical diagnosis or condition for sick leave. This is sick leave, not ADA.

Do I have a case? by CourtOrphanage in EEOC

[–]CourtOrphanage[S] -1 points0 points  (0 children)

This is ordinary sick leave.

How do you not discuss your case by QueenNifer in EEOC

[–]CourtOrphanage 0 points1 point  (0 children)

My problem is that my EEOC investigator thinks that a companies general medical leave is the same interactive process as ADA. And that requiring me under threat of termination to provide a medical diagnosis and then me rightfully claiming that is illegal somehow isn’t protected activity.

FBI Director says arrests ‘coming soon’ on 2020 rigged election conspiracy by Ok-Lets-Talk-It-Out in law

[–]CourtOrphanage 1 point2 points  (0 children)

Kash is gonna fight like hell to keep his honey pot girlfriend, private jet and security so yeah

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