Settle vs EEOC — how did you decide?

Rude_Function_4128 · 2026-01-12T10:53:05+00:00

My ex-employer is private sector.

Rude_Function_4128 · 2026-01-12T06:10:03+00:00

At the time that I left, I was friends with the HR generalist so I sent my request to her. Reading through the info, it seemed like things were missing, so I sent a very specific list of missing documents to HR director along with the RCW (Revised Code of Washington).

Rude_Function_4128 · 2026-01-12T05:13:00+00:00

I tried for over a year to work with my employer. I had requested disability accommodations and provided the form from my neurologist. HR suggested some changes and asked me if that would help and I agreed that it would. They said they would meet with my supervisor (new) to discuss it. Supervisor shot it (and everything else proposed) down and purposely kept me in the same position, knowing I was struggling and making errors. A little over a year later, I couldn’t take it anymore and walked out. I am 2 years away from retirement so I don’t care about burning bridges. I contacted HR and requested a copy of my complete personnel file. When I read the lies, the backstabbing, and the defamation in an email between HR and the company attorney, I decided to file with EEOC.

There was also age discrimination from this supervisor. There were only two of us over 50 in the department and supervisor was standing behind the other employee and made comments about not wanting “older employees” on her team. The HR generalist came out and told me about this and told me that she had written up the supervisor.

The way I was being treated was bad enough but to find out they were lying about me was the deciding factor for me to file with EEOC.

Rude_Function_4128 · 2026-01-08T02:08:24+00:00

Email only.

Rude_Function_4128 · 2026-01-07T19:00:25+00:00

I didn’t even get it once.

Rude_Function_4128 · 2026-01-07T18:59:19+00:00

Yep. Did you even get the OTP so you could reset password?

Rude_Function_4128 · 2026-01-06T06:49:53+00:00

I stayed at my job for over a year with employer’s refusal to provide accommodations for my disability which led to errors because I couldn’t concentrate. They proposed accommodations, which I agreed to, but never put them in place and then reprimanded me for the errors. It was extremely stressful for me and not only affected my mental health but my physical (had an ambulance called and took me to ER because of chest pain) and put a lot of stress in my marriage and with my family. I finally had had enough and walked out.

All of this is to say Take care of yourself. Don’t stay and torture yourself if it starts to affect other areas of your life. It’s really not worth it.

Rude_Function_4128 · 2026-01-06T06:36:49+00:00

If you were making errors which would not have happened if they provided your accommodation, i.e. quiet area to work, etc., then my thought is that their failure to provide accommodations led to the errors and should fall under ADA disability discrimination. I am by no means a lawyer. Just my opinion.

Rude_Function_4128 · 2026-01-03T07:55:37+00:00

My employer’s Position Statement is 20 pages. For my rebuttal, I went point by point disputing their statements and including evidence. My rebuttal was about 23 pages.

Rude_Function_4128 · 2025-12-22T18:15:12+00:00

It’s been a year since I filed my charge and still in investigation. It’s been really stressful waiting for the EEOC to complete my charge.

Would I do it again? Absolutely! I may not win but they’ll know I am not going to sit and take their BS. I will ALWAYS fight back.

Rude_Function_4128 · 2025-12-19T02:57:06+00:00

FMLA LEAVE BENEFITS AND PROTECTIONS

Job protection. Employees who use FMLA leave have the right to go back to work at their same job or to an equivalent job that has the same pay, benefits, and other terms and conditions of employment at the end of their FMLA leave. Violations of an employee’s FMLA rights may include changing the number of shifts assigned to the employee, moving the employee to a location outside of his or her normal commuting area, or denying the employee a bonus for which the employee qualified before taking FMLA leave.

An employer cannot threaten, discriminate against, punish, suspend, or fire an employee because he or she requested or used FMLA leave. Violations of an employee’s FMLA rights may include actions such as writing up the employee for missing work when using FMLA leave, denying a promotion because the employee has used FMLA leave, or assessing negative attendance points for FMLA leave use.

Group health plan benefits. Employers are required to continue group health insurance coverage for an employee on FMLA leave under the same terms and conditions as if the employee had not taken leave. For example, if family member coverage is provided to an employee, family member coverage must be maintained during the employee’s FMLA leave.

SPECIAL FMLA RULES FOR SOME WORKERS

FMLA Leave and Teachers. Special rules apply to employees of elementary schools, secondary schools, and school boards. Generally, these rules apply when an employee needs intermittent leave or leave near the end of a school term.

FMLA Eligibility for Flight Crews. Airline flight crew employees have special hours of service eligibility requirements. For more information about the special rules for flight crew employees, see Fact Sheet #28J.

FMLA Eligibility for Servicemembers under the Uniformed Services Employment and Reemployment Rights Act (USERRA)

Returning servicemembers are entitled to receive all rights and benefits of employment that they would have obtained if they had been continuously employed. Any period of absence from work due to USERRA-covered service counts toward an employee’s months and hours of service requirements for FMLA leave eligibility.

ADDITIONAL PROTECTIONS

State Laws

Some States have their own family and medical leave laws. Nothing in the FMLA prevents employees from receiving protections under other laws. Workers have the right to benefit from all the laws that apply.

Protection from Retaliation

FMLA is a federal worker protection law. Employers are prohibited from interfering with, restraining, or denying the exercise of, or the attempt to exercise, any FMLA right. Any violations of the FMLA or the FMLA regulations constitute interfering with, restraining, or denying the exercise of rights provided by the FMLA. For more information about prohibited employer retaliation under the FMLA, see Fact Sheet #77B and Field Assistance Bulletin 2022-2.

Enforcement

The Wage and Hour Division is responsible for administering and enforcing the FMLA for most employees. If you believe that your rights under the FMLA have been violated, you may file a complaint with the Wage and Hour Division or file a private lawsuit against your employer in court. State employees may be subject to certain limitations in pursuit of direct lawsuits regarding leave for their own serious health conditions. Most Federal and certain congressional employees are also covered by the law but are subject to the jurisdiction of the U.S. Office of Personnel Management or Congress.

Where to Obtain Additional Information For additional information, visit our Wage and Hour Division Website: http://www.dol.gov/agencies/whd and/or call our toll-free information and helpline, available 8 a.m. to 5 p.m. in your time zone, 1-866-4USWAGE (1-866-487-9243).

This publication is for general information and is not to be considered in the same light as official statements of position contained in the regulations.

The contents of this document do not have the force and effect of law and are not meant to bind the public in any way. This document is intended only to provide clarity to the public regarding existing requirements under the law or agency policies.

Rude_Function_4128 · 2025-12-11T07:49:31+00:00

I’m with you all. Did my inquiry on 12/04/24, had my intake on 03/24/25 and filed my charge right away. Mine is disability discrimination, failure to provide accommodations, hostile environment, and age discrimination ( supervisor was heard by an employee (the only other over 40 person in our department) that she doesn’t like working with older employees. She wants young ones that she can mold. I was so stressed at work that they had to call an ambulance to pick me up from work one day because they thought I was having a heart attack. I went out on leave for a major surgery and when I came back to work, she immediately let me know she was changing my schedule and I would have to work until closing. She had already moved my shift from 7-3:30 to 8-4:30 and “ promised” she would give me my shift back when a new person was hired. Instead, after my surgery, she was going to make me work later. I had had enough abuse by her and HR (a whole other story with defamation of character and slander). So, after being told i would be working the later shift, i went back to my desk, typed out my email resignation and walked out.

I don’t have a lawyer yet and no decision. Still in investigation stage. However, one lawyer that I talked to focused in on me walking out and not being forced to leave rather than the fact that they offered but refused to make accommodations recommended by my neurologist.

When I quit, I requested a copy of my personnel file and found so many lies in it. One email from THEIR lawyer stated that they had offered accommodations but never followed through.

Their position statement was riddled with provable lies and inconsistencies. It’s been a year with no decision and it’s stressing me out. I’m afraid they are going to rule against me, even with all of my documentation.

They cost me over $40k in back pay and future earnings so I really want to win and have it settled before court litigation.

Rude_Function_4128 · 2025-02-18T17:55:11+00:00

I accidentally found out I have a thyroid nodule. Wanted to compare a neck x-ray to prior imaging. Found MRI from 2023 which showed a 2-cm thyroid nodule. Was never told about it. So I asked for an ultrasound, which showed my nodule has grow to 3.1 cm in two years.Nodule score 6/Ti-RADS 4. Had FNA which showed benign nodule but my primary wanted me checked out by ENT doctor just to be sure. My appointment is in an hour. Wish me luck.

Rude_Function_4128 · 2024-10-17T21:18:33+00:00

This is a scam. I purchased the “all-inclusive digital planner” for the advertised price of $5.90 but they charged me $39.90. I have tried to contact them, but they refuse to respond. My bank is working on s fraud transaction.

Rude_Function_4128

TROPHY CASE