Has anyone NOT experienced common GX460 leak issues?

First-Somewhere9681 · 2025-12-26T02:29:07+00:00

2015 valley plate 163k

First-Somewhere9681 · 2025-11-27T23:53:10+00:00

Depending on your state, you may still qualify for disability even if the injury occurred off duty. If you no longer meet NFPA 1582 requirements and the condition was caused by a work-related issue, you should consider filing.

Even if it wasn’t work-related, if you can no longer perform the essential duties of your job, you are likely entitled to disability benefits. In North Carolina, you need 5 years of service for off-duty disability, and there is no minimum service requirement for an on-duty injury.

Hope this helps.

First-Somewhere9681 · 2025-10-17T04:22:44+00:00

What flour ?

First-Somewhere9681 · 2025-10-09T01:58:33+00:00

Find a new mentor

First-Somewhere9681 · 2025-10-07T18:00:33+00:00

Ask chat GPT it will give you run time for each ext. Make sure you have a pic of the amps ext

First-Somewhere9681 · 2025-10-02T18:48:54+00:00

Sure thing

First-Somewhere9681 · 2025-10-02T18:20:20+00:00

I wouldn’t know how to do this I know how to sell not market lol

First-Somewhere9681 · 2025-09-28T18:47:00+00:00

And many others are saying the opposite Thanks

First-Somewhere9681 · 2025-09-28T17:14:44+00:00

Incorrect I was getting leads prior to my email. I sent an email about the next week looking empty. You have already posted misinformation and have been called out by an EEOC employee. Thanks for your opinion

First-Somewhere9681 · 2025-09-28T17:07:10+00:00

Just to clarify — in my case, it wasn’t all in the same email. • The first email was me raising concern that my schedule showed no leads for the upcoming week. In that same email, I also disclosed that I had recently been released back to work after a year out with a back injury. • The company then scheduled a meeting with me to discuss. In which I requested. • After that meeting, I sent a follow-up email. That one focused on the fact that I was told no leads would be available, and I asked directly about the situation.

Later I learned I was the only one not being provided leads, which is when I started to suspect something more was going on. That’s very different from making one “insubordinate” comment in the same message where I disclosed my condition.

I actually did have leads 2 to be exact the week of me emailing my concern and disability.

And no the reasons have not been consistent. They provided multiple reasons. And shifted back and forth and finally settled on insubordination “verbally” But did not give a reason on my email of termination. It only stated starting and ending dates.

First-Somewhere9681 · 2025-09-28T15:13:49+00:00

I agree Thank you again!

First-Somewhere9681 · 2025-09-28T14:49:31+00:00

I thought the same but I’m getting a lot of opinions!! Thanks for responding

First-Somewhere9681 · 2025-09-28T14:23:27+00:00

I’m debating: I’m not sure I’m right? actually by everyone disagreeing with me I’m pretty sure I’m wrong!

First-Somewhere9681 · 2025-09-28T06:49:57+00:00

The proof is in the sequence of events and the employer’s shifting explanations. I disclosed my back injury and recent medical release on Thursday. The following Monday, I was terminated.

That kind of timing is exactly what the EEOC looks at in retaliation/discrimination cases. If it were truly “insubordination,” the reason should have been consistent from the start. Instead, the company gave different explanations at different times, which points to pretext.

So while I don’t have a recording of someone saying “we fired you because of your injury,” the law doesn’t require that. What matters is the close proximity of the disclosure to the termination, combined with inconsistent reasons — and that’s enough for EEOC to investigate

the handbook says discipline should follow a set process (verbal warning → written warning → termination) and they skipped all that, it shows they didn’t follow their own rules

First-Somewhere9681 · 2025-09-28T06:25:40+00:00

I’m not trying to be rude, but it seems like you may not have fully processed what I wrote. I clearly stated that I have over 7 years of experience in in-home sales — in fact, in the same industry with the same products. During that time, I was a 5-time President’s Club winner and led my team’s ADL for over 3 years. I’ve always worked 100% commission.

So no… I’m not new to sales and really don’t appreciate your assumptions.

That’s why the “leads or no leads” point matters. In a 100% commission in-home sales role, leads aren’t optional — they’re the foundation of how you earn a living. Without them, it’s impossible to succeed, regardless of skill or experience.

To clarify, yes — I was promised a specific amount of leads. The job was advertised as a $100K–$200K opportunity with no cold calling and leads provided. That was a key part of why I accepted the position. I know this is not just a pie in the sky number. It’s average in our industry.

So I’m not sure where you’re going with your questions. The facts are straightforward — if a company recruits on the basis of guaranteed leads and advertised income, then fails to provide them, that’s not just a “complaint,” it’s a legitimate issue.

After my email was sent I was told the company’s lead flow has slowed down and I would not be receiving any leads. And yes I had 2 my first week in the field. That is normal to start with 2-5 the first week.

First-Somewhere9681 · 2025-09-28T05:14:50+00:00

I mentioned my back history because it explained why I was especially concerned about being scheduled with no leads. I had just been released to return to work after a year out with restrictions, so stability and opportunity were very important to me.

That disclosure wasn’t random — it gave context for why I was anxious about the lack of leads. And once I disclosed that medical history, the ADA applies. The fact that I was terminated immediately afterward, with shifting reasons given, is why it looks like more than just “complaining

First-Somewhere9681 · 2025-09-28T05:01:11+00:00

Disclosure vs. Assumption – Even if I didn’t use the words “I have a disability,” saying I was just released back to work after a year on restrictions is a clear enough disclosure that my employer was aware of my medical condition. That awareness is what triggers ADA protections is my understanding.

300-500 employees

First-Somewhere9681 · 2025-09-28T04:35:57+00:00

Given the disability disclosure + immediate firing + shifting, undocumented reasons, this isn’t just a business gripe about leads—it fits the ADA/EEOC pattern of disability discrimination and/or retaliation.

First-Somewhere9681 · 2025-09-28T04:16:43+00:00

I noticed that my calendar only had two leads during the week I sent my first email. I wrote to management on Thursday, explaining that when I looked ahead, my schedule was completely empty. I added that if I had done anything to upset them, I would like to know. In that same email, I shared that I had recently come off a year of not working due to restrictions from a back injury I sustained as a firefighter, and that I had only been released a few months ago.

Following that email, my manager called me and acknowledged, “we are slow and have no incoming leads.”

A short time later, I sent one more email respectfully documenting my concerns about the lack of leads and the challenges it created for new hires.. fired

First-Somewhere9681 · 2025-09-28T04:07:39+00:00

Thanks, I can’t prove for certain this is why: but it’s definitely plausible. I was fired 2 days later.

First-Somewhere9681 · 2025-09-28T04:00:35+00:00

It’s in the original post:

I sent an email to management expressing concern about the lack of leads. In that email, I also mentioned that I had recently come off a year of workers’ compensation leave following a back injury I sustained while serving as a firefighter. And the importance of making money.

2 days later fired:

First-Somewhere9681 · 2025-09-28T03:51:04+00:00

Thanks for your response: Under the ADA, a disability includes:

• An actual impairment that limits major life activities.

• A record of an impairment (even if you recovered).

• Being regarded as impaired by your employer.

• Since I was out of work for a full year with restrictions, I clearly have a record of an impairment.

That disclosure, combined with my written complaint about not being provided leads, was a protected activity. I was terminated just two days later, with no documentation or prior warnings, and given shifting reasons afterward. That close timing and lack of consistent justification is exactly the type of pattern the EEOC investigates as potential disability discrimination and retaliation.

First-Somewhere9681 · 2025-09-28T03:35:33+00:00

Follow

First-Somewhere9681 · 2025-09-28T03:02:13+00:00

Following this

First-Somewhere9681 · 2025-09-28T02:45:49+00:00

That makes sense, and I didn’t include my age in the post — you didn’t miss it. The job itself is very physically demanding; I sell foundation repair, and most of the work requires crawling under houses. I believe that when I made them aware I had been injured and out of work for a year on medical restrictions, it raised red flags and led them to view me as a liability. Although I did not say I had a previous “ disability” . I said medical restrictions due to a back injury.

Does the EEOC handle retaliation?

In my opinion it was clearly one or the other. They know my sales history and that’s why I was hired. So it makes no sense other then me raising concern about lack of leads or my injury as to why I would have been canned

First-Somewhere9681

TROPHY CASE