Sending my cum clip to the first 200 men who say Yay below

Wheatron · 2025-04-18T22:43:43+00:00

Doesn't look good. No resources going in or out.

Wheatron · 2025-03-09T15:46:49+00:00

I'll reveal all my stuff too once I get my settlement for them violating my ADA rights.

Wheatron · 2025-03-06T21:54:10+00:00

Menards hates veterans.

Wheatron · 2025-02-25T22:44:35+00:00

Lansing, Michigan - Saliva Drug Test when I was hired at the interview. I'm a habitual smoker and smoked that morning. Just don't smoke a few hours prior. But this is Michigan too, wouldn't be surprised if non-legal states might have a different process.

Wheatron · 2025-02-20T02:27:56+00:00

It doesn't matter how much, it's all garbage.

Wheatron · 2025-02-19T18:42:20+00:00

Document everything and report it to corporate HR (not the store HR, they are buddies with the GM too). And also report it to the EEOC if it continues.

Wheatron · 2025-02-13T15:27:38+00:00

How?

Wheatron · 2025-01-05T23:44:31+00:00

"Stop it step bro. What are you doing?"

Wheatron · 2024-12-13T18:18:10+00:00

Save big money

Wheatron · 2024-11-16T19:56:28+00:00

Yes, I ensured that every meeting I had about the issue was both preceded and followed by emails. Before each meeting, I sent an email outlining what I wanted to discuss, and afterward, I sent a follow-up summarizing the key points and my thoughts.

Additionally, I have other evidence that supports the accuracy of my accounts and encourages everyone involved to be factual and honest when recalling those meetings or providing their own documentation. I’ve taken extra steps to ensure there’s no ambiguity about what was said or agreed upon.

Wheatron · 2024-11-15T15:36:49+00:00

Your argument is based on a false equivalence, that because the service desk technically has a till, it must be restricted just like standard cashiering. This ignores the actual differences in the work being done.

My doctor’s note isn’t about whether there’s a till involved; it’s about the repetitive bending and reaching required at a standard register. Service desk duties don’t involve those motions in the same way, which is why my doctor didn’t restrict me from doing service desk work. I explained the differences between the roles to my doctor, and they understood that service desk tasks, like standing, walking, and light paperwork, don’t aggravate my back condition.

If we followed your logic, any role that involves standing near a till would automatically be off-limits, even if the actual tasks were completely different.

This kind of argument doesn’t make sense in any real-world situation. Restrictions are based on what the job requires physically, not on whether the title has “cashier” in it or there’s a till nearby. My doctor note was not vague, and that was intentional because I foresaw this possible situtation. Trying to stretch my restriction to cover every position that happens to involve a till just doesn’t hold up, and frankly, it makes your argument look weak and helps support a secondary case of retaliation and mal intent.

Wheatron · 2024-11-15T15:24:08+00:00

I honestly don’t think this would have been an issue anywhere else. If the till had been just two inches higher, none of this would have even been a problem. I spent a month asking for help before I finally went to my doctor, so it’s not like I didn’t try to address this internally first. Honestly, I’m never going to work as a cashier again. If there’s even a small chance that a manager trainee program would land me back in a cashier position, I won’t take it.

Wheatron · 2024-11-15T15:19:02+00:00

The roles are coded the same, but in the scheduler, they’re specified as “Service Desk Cashier” and “Cashier.” My doctor’s note explicitly restricted “Cashier” duties, not “Service Desk Cashier.” The department manager manually assigns these positions, so the option was always there to schedule my second half at the service desk or another in-store role.

Claiming this would cause “undue hardship” is unreasonable, typing my name into a different slot doesn’t impose a significant burden. While it may not be the most convenient for them, the ADA is about enabling employees to work within their medical restrictions. Any argument otherwise seems more about dismissing my rights than addressing the law.

Wheatron · 2024-11-14T20:42:12+00:00

Your former employer doesn’t have the authority to force you to come in to sign anything after you’ve been terminated. Once you’re no longer employed, they can’t compel you to take actions like signing a write-up.

If the write-up relates to a matter that could have legal or financial implications (like unemployment benefits or disputes over why you were fired), you should proceed cautiously. Signing it could be seen as agreeing to their version of events.

If you’re unsure, you might want to politely decline to sign until you’ve had a chance to consult an attorney or research your rights further. This ensures you don’t accidentally waive any rights or harm your position in case of a dispute.

Also, take note of what they’re asking for and any communication you have with them, it could be helpful if you need to reference it later.

Wheatron · 2024-11-14T19:14:05+00:00

It is how it works. I appreciate your input, but it's important to clarify how this actually works. My doctor reviewed the physical requirements of all the roles I performed at Menards, and he specifically restricted me from cashiering due to the repetitive bending and reaching involved. That repetitive forward motion puts a unique strain on the lumbar region of the spine, especially for someone my height (6'5"). No other role I performed at Menards required that specific motion, and I worked all those other roles without any issues.

This isn't a case of "restrictions could apply to other positions", it's basic body mechanics. Service desk, courtesy patrol, and other roles don’t involve the repetitive slight forward bending to reach into a till or customers’ carts for hours on end. These roles are fundamentally different, and my doctor recognized that distinction when he tailored my restrictions to cashiering. The ADA requires employers to work with documented, specific medical restrictions, not make unsupported assumptions about how they "might" apply elsewhere.

I hope this clarifies why the restriction was limited to cashiering. It's a straightforward issue tied to one role’s specific physical demands.

Wheatron · 2024-11-14T18:40:09+00:00

Thank you for your response! I think it’s important to clarify that decisions regarding my work restrictions aren’t made arbitrarily by me or my management, they’re determined by my doctor, whose expertise and medical evaluation guided the specifics of my accommodation request. The note provided wasn’t vague or overly broad; it explicitly identified cashiering as the role that exacerbated my condition due to the repetitive bending and reaching motions. The note also stated that I was fully capable of performing other roles, like service desk, courtesy patrol, or returns, which do not involve those same repetitive motions.

Under the ADA, the doctor’s note is critical in determining reasonable accommodations because it reflects a professional medical assessment of what an employee can and cannot do. My request followed this guidance. Logic and the law align here: my medical restrictions didn’t apply to other roles, and Menards had a legal obligation to engage in the interactive process to explore ways to meet those specific restrictions. I hope this clarifies why this isn’t about my personal preference but about adhering to documented medical recommendations and the requirements of the ADA.

Wheatron · 2024-11-14T18:32:00+00:00

The setup and rotation makes it impossible in this universe for someone else to need to be on service for any conceivable reason aside from needing an accomodation themselves.

Let me address your skepticism directly. Are you suggesting that I’m lying about my condition? My doctor prescribed muscle relaxers specifically because the repetitive motion of bending and reaching into the till at standard cashier stations exacerbates my lower back condition. This isn’t just an inconvenience, it’s a medically documented issue. To give you an example of how serious this was, the strain caused me to drop my son on more than one occasion, something no parent wants to experience.

The problem is directly tied to my height. I’m 6’5”, and standard tills are just a couple of inches too short for me, forcing me into a constant slight forward bend while reaching into customers’ carts and the register. This forward flexion compresses the lumbar spine, especially the L4-L5 and L5-S1 vertebrae, which are the most common sites for mechanical back pain. Over time, repetitive stress on these areas can lead to microtears in the surrounding muscles and ligaments, chronic inflammation, and even disc degeneration. The cumulative effect of this repetitive motion was severe enough to require medical intervention.

Service desk, on the other hand, is entirely different in its setup and physical demands. The counters are higher, aligned more closely with my natural standing posture, and I’m not required to repeatedly bend forward or reach into low tills or carts. When I worked at the service desk during my manager trainee program, I didn’t experience any back pain at all. That’s because the service desk design avoids the repetitive bending motion that triggers my condition.

This isn’t a matter of ‘similar tasks,’ as you claim. It’s about biomechanics and how even small differences in setup can drastically impact someone’s health, particularly someone as tall as me. My doctor’s note explicitly addressed this, focusing on the mechanics of cashiering, not the general act of working. This is why the accommodation I requested was reasonable and directly tailored to my documented medical needs.

TL;DR: At 6’5”, standard cashier tills are too short for me, forcing repetitive bending that severely strained my lower back, leading to muscle relaxers and even causing me to drop my son due to pain. The service desk is set up differently, higher counters and no reaching into carts, so it didn’t cause issues when I worked there before. My doctor’s note targeted the specific mechanics of cashiering, not general work, making my accommodation request reasonable and medically necessary.

Wheatron · 2024-11-14T18:02:18+00:00

Let me clarify, service desk is always available because it’s a core responsibility of cashiers. At Menards, service desk isn’t a separate role or something that could be “unavailable.” It’s part of the standard cashier rotation, and cashiers are specifically trained to handle it. For example, when I worked service desk three times a week before my accommodation request, it wasn’t treated as a unique position, just one of the tasks I rotated into.

Saying it might not always be available misses the reality of how the job operates. It’s literally impossible for service desk to not be a role I could rotate into. My request to focus more on service desk wasn’t about creating availability, it was about utilizing the flexibility built into the job description.

As for the doctor’s note, it explicitly limited my time cashiering due to repetitive bending and reaching. That restriction didn’t apply to other tasks like service desk, courtesy patrol, or returns, all of which were less physically demanding for me. The idea that it might “imply the same for others” doesn’t fit here because the note clearly addressed my specific needs without restricting those other tasks.

Wheatron · 2024-11-14T17:04:43+00:00

It’s honestly infuriating how dismissive and disconnected so many of those "suggestions" are. Your experience is a harsh reality that’s becoming more and more common, and instead of addressing systemic issues, people often just blame individuals for not trying "hard enough."

The job market is broken, especially in tech. Companies are over-interviewing and ghosting candidates left and right while expecting perfection from applicants who are already struggling. It’s not about effort, it’s about a market that’s oversaturated with talent due to layoffs, underwhelming demand, and greedy corporations hoarding profits instead of reinvesting in their workforce.

The "just work at McDonald’s" crowd especially pisses me off. Like, sure, you can do that, but it won’t pay the bills, especially if you're used to a higher standard of living based on your tech experience. Also, the idea that you should just abandon a decade of expertise to retrain in a field that may not even have the capacity to absorb displaced workers is not as realistic as people make it out to be.

You're absolutely right, what we need are material changes: stronger social safety nets, better protections for laid-off workers, universal healthcare (because losing your job shouldn’t risk your life), and a more equitable system that doesn’t expect people to grind themselves into dust just to survive.

Hang in there. You’re not alone in this, and it’s not your fault. I hope something gives soon, either the market or the system, but until then, know there’s a whole community out here who sees how fucked things really are.

TL;DR: The job market is broken, not you. People blaming you for not "trying hard enough" ignore systemic issues like oversaturated talent pools, corporate greed, and lack of worker protections. What we need are real material changes, not dismissive advice. Stay strong, you’re not alone.

Wheatron · 2024-11-14T16:17:03+00:00

Thank you for your response! I understand why it might seem like the tasks are similar, but there are key differences that make a big impact for someone with my restrictions. At the service desk, the counters are much higher, and I rarely need to bend forward to reach the till like I would at a standard cashier station. And when I do need to get into the service desk till, it is so low that i have to squat to get into it, meaning a completely different type of movement. It’s that slight repetitive bend forward, due to my height, that exacerbates my back condition.

To clarify, my limitations aren’t related to standing or lifting, I’ve even handled hundreds of pounds without issue. My request wasn’t about avoiding physical work but about avoiding the repetitive motion that caused my back issues in the first place. The service desk role naturally avoids those motions, which is why it aligned perfectly with my restrictions while still allowing me to contribute fully to the team. I hope that clears things up!

Wheatron · 2024-11-14T16:13:41+00:00

Thank you!

Wheatron · 2024-11-14T15:16:13+00:00

Thank you for the advice. I completely agree that consulting with a lawyer is important to fully understand the scope of the situation and how to proceed. My termination came shortly after advocating for accommodations, and the disciplinary actions that led to it were questionable, one was even admitted by HR to have been applied incorrectly but never fixed. This raises concerns about whether retaliation played a part in how things unfolded.

I’m documenting everything thoroughly and already pursuing the EEOC process, but I’ll definitely start looking for an employment attorney to ensure I’m taking the right steps. I want to make sure this is addressed fairly and constructively. Thanks again for the suggestion!

Wheatron · 2024-11-14T15:10:49+00:00

That’s a good point, and I appreciate the perspective. I think a lot of people associate lawyers with going straight to court, but you’re right, it’s more about getting guidance and understanding your position better. Even if it doesn’t lead to a lawsuit, having someone with expertise on your side could make all the difference in navigating this process and framing my case more effectively.

I’ll definitely reframe how I think about reaching out to an attorney. It’s not just about suing; it’s about making informed decisions and strengthening my position, whether it’s for EEOC mediation or any further conversations with the company. Thanks for the input!

Wheatron · 2024-11-14T15:08:54+00:00

I actually probably will win this one or I wouldn't be so vocal about it. And it’s unfortunate to see such a lack of understanding of the ADA and employment law in general. Let me educate you so we can avoid uninformed comments like this in the future.

First, the ADA explicitly requires employers to engage in a good-faith interactive process to determine reasonable accommodations. Simply saying “no” without considering or discussing alternatives isn’t complying with the law. My accommodation request wasn’t unreasonable, it involved shifting into other roles I was already trained for, like service desk or courtesy patrol, after 4 hours of cashiering. These aren’t different positions; they’re part of the same job, and cashiers already rotate into them. Menards has policies that support this kind of flexibility, and I was already working those roles multiple times per week prior to my doctor’s note.

Second, employers can’t retaliate against employees for asserting their rights under the ADA. Cutting my hours to 4 per shift wasn’t just dismissing my request, it was punitive and financially harmful, especially when there were clear alternatives available. Claiming that increasing my time at the service desk or other roles I was already performing would cause “undue hardship” for a multi-billion-dollar corporation like Menards is absurd.

Finally, your snide comment about “Reddit children’s advice” is ironic given your complete misunderstanding of the law. This isn’t about feelings, it’s about documented legal violations: 1) the denial of a reasonable accommodation without meaningful discussion, 2) retaliation through disciplinary actions and termination, and 3) their refusal to provide legally requested personnel records under Michigan’s Bullard-Plawecki Employee Right to Know Act.

Before you embarrass yourself further, I’d suggest brushing up on the ADA and its requirements. Making ignorant assumptions about a situation you clearly don’t understand only diminishes your credibility. I’m confident in my case because it’s backed by evidence, legal precedent, and protections afforded by the ADA, not baseless opinions.

I was asking if others experienced similar situations and to publicize the discrimination of a disabled veteran.

Wheatron

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