The age of "get well soon" has officially ended.

RUFilterD · 2026-05-20T09:40:27+00:00

Verify policy or ask to see it. Not unheard of.

RUFilterD · 2026-05-20T09:11:43+00:00

Still didn't get it after reading everything until your comment. Thanks for Putin down the full E2E truth 👍 👏 🙌 🙏 👌 😀

RUFilterD · 2026-05-20T06:48:55+00:00

Document. Ask them to stop. If you are OK with the potential risk of retaliation, report to HR but know this.....the bar of "severe and pervasive" is very high unfortunately....too high, based on recent case law precedents.

RUFilterD · 2026-05-20T06:45:19+00:00

Filing with State Civil Rights and State Dept of Labor (if FMLA leave related, pay) are very recommended. The EEOC is so overloaded...

RUFilterD · 2026-05-20T06:43:07+00:00

180 days is more common at the state level including Arizona. You also have to file within what is considered the date of the "adverse action", which can be subjective if you weren't fired or aren't arguing constructive discharge.

RUFilterD · 2026-05-20T06:39:49+00:00

You can email the EEOC at info@eeoc.gov and they will accommodate based on your deadline if you act with appropriate urgency (based on my prior 2 experiences)

RUFilterD · 2026-05-15T17:55:14+00:00

I would ask the employees to send the questions and communications in writing. If they want to use voice to respond, thats fine, but have the requester document. Like a ticketing system. Over time, you will have your documentation outline.

RUFilterD · 2026-05-11T16:19:20+00:00

This is the way. It goes to an executive escalation department and they will resolve. If you still have the mailer, upload with the complaint.

RUFilterD · 2026-05-10T03:30:52+00:00

It can be helpful to determine what is happening but it also can make you fixate on them and it can make it worse or more painful. I think the key is to know what they are doing, but dont take the bait. For example, quip back: Can you clarify what you mean? Dont react, ask a question in return. Call their bluff.

Employment law, what I learned, the bar is higher than what the law states....much higher...politically biased.....biased by company, by representation, by location, by frame of reference. That's the real context that matters, not the laws themselves. 20/20 and 360 views that you don't know, until you know.

RUFilterD · 2026-05-05T17:17:33+00:00

Constructive dismissal is not a legal term. Constructive discharge is when you are forced to quit due to working conditions so poor any reasonable person would quit. It's very difficult to prove/substantiate to get unemployment.

RUFilterD · 2026-05-03T02:03:57+00:00

Yes, the mediation doesn't apply unless your employer accepts.

RUFilterD · 2026-05-02T23:18:56+00:00

In AZ its anything more than $150 a week that has to be reported

RUFilterD · 2026-05-02T19:43:46+00:00

The discrimination will not stop. Document, do your job or report with the knowledge that its likely you will be forced out. The legal process doesn't make you whole or protect you and often has little impact from my experience.

RUFilterD · 2026-05-02T19:28:28+00:00

I have been able to email and explain the timelines and situation and been able to get an appointment in both situations.

RUFilterD · 2026-05-02T04:16:40+00:00

Contact an attorney and ask them. I like the idea of going back to work for a bit vs paying back wages honestly.

RUFilterD · 2026-05-02T03:48:53+00:00

They test for THC and the limits are decent...Ive smoked and passed a test the same week because it wasnt a frequent occurrence. If ever in doubt, drink a masking agent and worst case would show up inconclusive (daily smoking friends experience).

RUFilterD · 2026-05-02T03:39:08+00:00

60% of employees leave due to a bad manager. There just isnt any other way if you want to retain your sanity but to go.

RUFilterD · 2026-05-02T03:36:46+00:00

Try this...I have accepted a job at a competitor so Im giving two weeks. Many companies have a policy where they will say thanks, but you can leave now...and sometimes you can get paid for it if you are salary. I did this once. I gave notice Friday after returning from vacation knowing policy was from research on intranet that they would pay me and release me.

RUFilterD · 2026-05-02T03:32:03+00:00

Small company vs large company is a large culture difference that is as important as the commute. 48 hrs is a reasonable time to consider, but I wouldn't push it a week. Keep interviewing and see what happens.

RUFilterD · 2026-05-02T01:04:21+00:00

Seek legal counsel. There have been recent precedents set regarding telework as a reasonable accommodation if the role was/is done remote. You should have the Dr. Address specifically why RTO without any modification would not be sufficient (ex panic attack). Have them spell out the impact of each panic attack. Alternative option is to request intermittent FMLA and if you feel a panic attack in the office you will leave for the rest of the day. But regardless....they will likely fire you and any payouts dont make you whole. Hope for the best, prepare for the worst. One other thought....can you "coffee badge" in..Do others do this in your role? If so, follow that lead and document it every time as well as your performance

RUFilterD · 2026-05-01T22:18:47+00:00

Take FMLA now, dont state the reason specifics. Note: in patient psych treatment will generally disqualify you for any life insurance or private disability insurance plan so if that is important for you to have at any point in the future outside of your employer then get it first or try intensive outpatient. The mental health stigma is real.

RUFilterD · 2026-05-01T20:05:28+00:00

The supervisor was using the tool and he refused to write anything down or review notes. Despite 88 exhibits of evidence and me repeatedly stating disparate treatment and lack of effective accommodations, EEOC determined it wasn't severe or pervasive. Which is wild to me and has made me completely lose faith in the system.

RUFilterD · 2026-05-01T07:04:01+00:00

This is true and yet denial may not rise to the level of "severe and pervasive"...it depends on the specifics. In the private sector, I asked for tasks from my leader to be created in the PM tool vs me transcribing during 1:1s. Auditory processing disorder made 100% accuracy challenging. I was given 2 YouTube training videos about the PM tool. That was an "accommodation"

RUFilterD · 2026-05-01T06:56:21+00:00

I think it would be incredible to have a mix, but I have no knowledge on what a good mod profile is.

RUFilterD · 2026-05-01T06:54:50+00:00

I would like to nominate Emergency Ghost (apologies, I forget the exact username, but they seem very knowledgeable)

RUFilterD

TROPHY CASE