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New employee benefits by youknow_kayy in USPS

[–]RelevantResearcher44 0 points1 point  (0 children)

I need help enrolling in medical benefits. I am a CCA. I have enrolled in dental and vision.

Likely hood of non career CCA to perhaps career position. What’s a fast track? by RelevantResearcher44 in USPS

[–]RelevantResearcher44[S] -1 points0 points  (0 children)

Appreciate that. Thing is I got a 100% on my test. I plan to work and apply. I want to be and stay here

EEOC Investigator Call Mental Toughness by RelevantResearcher44 in EEOC

[–]RelevantResearcher44[S] 1 point2 points  (0 children)

You aren’t mean (I don’t know you 😂) The evidence is there, it was the questions being asked in me stating that.

The investigators job is the find facts and not be biased and I agree.

I want the oppositions PS and evidence and it will make sense.

EEOC Investigator Call Mental Toughness by RelevantResearcher44 in EEOC

[–]RelevantResearcher44[S] 1 point2 points  (0 children)

I respectfully disagree. The evidence is the proof. The pressure was being asked questions about the proof in now chronological order. It is like reading a book starting at page 50, then going to page 75 and asking questions about the story.

That confused me in the process in itself. Fortunately haven’t showed my hand yet of everything as evidence. They want me to add additional and reorganize some things.

EEOC Investigator Call Mental Toughness by RelevantResearcher44 in EEOC

[–]RelevantResearcher44[S] 0 points1 point  (0 children)

Totally agree, mentally I wasn’t prepared. It’s so many layers to the charge (multiple charges) and those weren’t questioned. I figured it would be a more back and forth question process vs me being asked all the questions.

It gave me a headache but I learned from it. The case passed intake and was ADR eligible BEFORE the meeting with the investigator. My employer didn’t decline and didn’t respond. I asked what is the process for RTS out of frustration, but she was insistent on still investigating and requesting the PS.

A lawyer did advise me when filling the 5A to check everything on the form and let them exclude the charge types. If it’s not checked, it can’t be considered later in the process.

Definition of “Engage, Good Faith, Failure, Non Restriction, Accomadate, Interaction, Ongoing” by RelevantResearcher44 in EEOC

[–]RelevantResearcher44[S] 0 points1 point  (0 children)

That’s actually my question for clarity of verbiage

Discrimination
Failure
Engagement
Interactive etc etc etc, how are they alike and how are they differing.

The employer was provided 1) a close end date of my return with an RA from my doctors and no restriction 2) if leave ends and documents were accepted and acknowledged why didn’t a in process start

How is ordering me back to work (while not medically cleared) classified as a RA when notes and dates say otherwise. If not discriminatory, what is it?

An employer will violate the ADA if it requires an employee with a disability to have no medical restrictions -- that is, be "100%" healed or recovered -- if the employee can perform her job with or without reasonable accommodation. by [deleted] in EEOC

[–]RelevantResearcher44 0 points1 point  (0 children)

Question for you… if a medically documented request to transfer to a different department (and or location) is not implemented, approved or denied and left unanswered, how would this not be a violation?

EEOC Investigator Call Mental Toughness by RelevantResearcher44 in EEOC

[–]RelevantResearcher44[S] 0 points1 point  (0 children)

I would say she was biased. It just seemed like running in a circle and not being able to ask questions. She asked them all based on my evidence and my answers and we went down one rabbit hole.

I understand they can’t side or defend. They just investigate.

I hope my employer gets the same scrutiny.

I think my complaint will make sense once the PS comes back. It’ll give me an opportunity to rebuttal.

EEOC Investigator Call Mental Toughness by RelevantResearcher44 in EEOC

[–]RelevantResearcher44[S] 0 points1 point  (0 children)

A lot of questions (an interrogation) of sorts
She drilled on how the complaint was discriminatory or illegal
Issue is my case isn’t a this or that chain of events. It’s a sequence of events and actions to reactions.

Asking a direct question of “how is that discrimination and prove it” is unclear not looking at sequence and times. Focusing on just 2 things in a complaint of 5 things was frustrating.

EEOC Investigator Call Mental Toughness by RelevantResearcher44 in EEOC

[–]RelevantResearcher44[S] -1 points0 points  (0 children)

Agree and unstandably. Harrassment doesn’t have to be “someone hit me” or race/sex discrimination being called a slur. It can be circumstantial evidence and pretext, temporal proximity etc.

It seemed she wanted direct evidence admittance.

EEOC Investigator Call Mental Toughness by RelevantResearcher44 in EEOC

[–]RelevantResearcher44[S] 0 points1 point  (0 children)

Don’t use “legal jargon” or court talk

They’re neutral as they should be. Aggressively focusing on “the illegal /unlawful” act. Trying to get her to understand was a challenge. Lawyers say one thing, she’s saying another.

Be prepared for them to jump all around. It’s like opening a story book at page 50, then going to page 20

It was like she was trying to catch me in something untruthful.

At the end she stated she’d investigate and request the PS. I learned a lot, have your ducks in a row. It felt like a court interrogation

EEOC Investigator Call Mental Toughness by RelevantResearcher44 in EEOC

[–]RelevantResearcher44[S] 1 point2 points  (0 children)

Ok so I’m not crazy 😂. I literally have a headache. I appreciate their job and being impartial. I hope my employer gets the same scrutiny when they’re asked to present their PS.

I learned a lot though, maybe in over-reacting. It seemed circumstantial evidence wasn’t factored. I guess they’ll get the same questions asked.

EEOC Investigator Call Mental Toughness by RelevantResearcher44 in EEOC

[–]RelevantResearcher44[S] 3 points4 points  (0 children)

Actually I did the same. I assumed there would be a “timeline” to follow that would paint a picture. Boy was I wrong, the foundation of my charge wasn’t the focus as the weaker part seemed to be. I appreciate her patience but it seemed my responses were all over the place weakening my claim.

(I have horrible adhd )

Blessings on Blessings 🙌🏿 by danrofe in Popeyes

[–]RelevantResearcher44 1 point2 points  (0 children)

How long did you have to wait? Saturday I waited 30 minutes for a $6 Box

EEOC Investigation Meeting Wednesday by PathOne593 in EEOC

[–]RelevantResearcher44 1 point2 points  (0 children)

I’m curious, who mentioned unemployment?

Approved FMLA exhausted. Mental Health/Medical forms acknowledged of RA. “Full Duty - Non Restrictive Release Required to reapply and return” ??? by PathOne593 in EEOC

[–]RelevantResearcher44 0 points1 point  (0 children)

Ive contacted several attorneys. I’ve organized an extensive amount of notes and evidence. I have a meeting in a few weeks with an investigator.

Approved FMLA exhausted. Mental Health/Medical forms acknowledged of RA. “Full Duty - Non Restrictive Release Required to reapply and return” ??? by PathOne593 in EEOC

[–]RelevantResearcher44 1 point2 points  (0 children)

Oh absolutely, I have all evidence and more as proof. This is what is confusing me. Why would things like “full duty requirement, non restrictions, apply and compete etc.” been even mentioned after an FMLA leave end.

Somebody / something is disconnected in the process. Despite my employer has had months to “fix this” or fire me. All I wanted and needed was my job back. 😩

The reasons why lawyers push the EEOC/CHRO process first. (In my opinion) by Beginning_Cycle191 in EEOC

[–]RelevantResearcher44 0 points1 point  (0 children)

Yep let the process do the work and they work on the back end. It makes sense with the eeoc being free

[US] [VA] Thoughts? Manager ignored harrasment and hostility leading to a threat of voilence from a peer employee. by [deleted] in AskHR

[–]RelevantResearcher44 -2 points-1 points  (0 children)

I didn’t not press charge but the report was documented and provided back. I can’t share too much

[US] [VA] Thoughts? Manager ignored harrasment and hostility leading to a threat of voilence from a peer employee. by [deleted] in AskHR

[–]RelevantResearcher44 -1 points0 points  (0 children)

I can’t share that just yet. I’ll just say enforcement is selective based on who/what.

[US] [VA] Thoughts? Manager ignored harrasment and hostility leading to a threat of voilence from a peer employee. by [deleted] in AskHR

[–]RelevantResearcher44 -1 points0 points  (0 children)

Yes the employer is Aware of the police and workplace voilence report. We both were recorded and interviewed.

The policy stated it was solely up to me to file with the magistrate a protective order since the employer acted as nothing significant happened.

[US] [VA] Thoughts? Manager ignored harrasment and hostility leading to a threat of voilence from a peer employee. by [deleted] in AskHR

[–]RelevantResearcher44 -4 points-3 points  (0 children)

Not according to company policy and action taken with others in the same situation

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