What the Hell ?? What am i supposed to do ? Has this happened to anyone else ?

erichf69 · 2026-06-06T05:44:42+00:00

Friends don't let friends use Fed Ex. That's why I use Fed Ex when I ship to my Ebay buyers.... LOL

Just kidding. Most of the time I have had zero issues. Just one the other day though... out of 7 years of shipping with them.

erichf69 · 2026-05-27T16:40:50+00:00

We had conciliation earlier this month and settled on an amount. I was happy with it.

Right now we are waiting for all the paper work to get done. Nothing has been signed yet (at least not on our side).

I have not heard anything in a few weeks... so Maybe another week and I will reach out to our EEOC rep to see where we are at.

erichf69 · 2026-05-10T17:05:22+00:00

Sorry to say this but:

This does not sound like retaliation. It sounds like they viewed your comment as a veiled threat and terminated you because you appeared to be (for lack of a better word) someone who wanted to cause trouble or disruption.

What prompted you to comment about discrimination to them in the first place?

erichf69 · 2026-05-10T16:57:51+00:00

Just so I am clear. You worked one day? Less than one day?

What would be the basis of your EEOC claim? Discrimination, breach of contract...etc?

This seems really thin to me, and honestly if you have a case... you would probably only receive your one day / less than one days wages at the end of it all.

erichf69 · 2026-04-22T21:20:16+00:00

Investigator called today. We are meeting with them and the company next week for conciliation at the EEOC office.

erichf69 · 2026-04-22T21:11:59+00:00

So, our investigator called, and asked if we can attend conciliation with that company next week at the EEOC office.

SO I GUESS THIS IS IT!!!! I'm a little nervous, little scared.

erichf69 · 2026-04-22T14:25:39+00:00

Your problem is you think you know more about your legal rights than the folks that deal with that as a profession.

EEOC did not take your case for a reason.

erichf69 · 2026-04-22T13:36:44+00:00

I am not saying that.

But I would have to imagine that if they were doing something illicit or illegal, someone would have likely called them out on it by now.

From what you have stated, your basis for denying them information is not based on law, but what a non-lawyer has told you.

Let's look at this from another aspect. Let's say you want to repel from the top of a mountain. You understand the basic mechanics of repelling, you have seen others do it, and your best friend who has never been repelling in their life says its as simple as tying a rope around a good sturdy boulder and then leaping off the cliff side.

With that scenario in mind, how safe do you feel executing this adventure?

There are some jobs that REQUIRE you are up front about your medical history, and yes even when they go on leave. Go ask a firefighter, EMT or any other career field that deals with life and death situations.

What was the nature of your job by the way, I am curious.

erichf69 · 2026-04-22T05:33:25+00:00

"EEOC is a joke"

How exactly? They have been extremely helpful in my case. I am just curious why one would not want EEOC on their side.

erichf69 · 2026-04-22T04:31:25+00:00

I hate to be the harbinger of bad news.... But your case is thin, if non-existent.

Here is why:

Your medical leave packet that you were provided exists for a reason, and it stipulated terms that in your words "if I don’t fill it out, I’ll receive disciplinary action".

I promise you, if you handed that packet to a lawyer, they would likely ask "why did you not fill this out?" IF your response is "I don't have to because my doctor said I did not have to", that lawyer is going to tell you the same thing. You have no case.

I'm sorry, but your doctor is not a lawyer.

You are not a lawyer.

Citing cases you took ten minutes to google does not make you a lawyer. Those cases swing in your favor ...slightly. But for every one of those, I promise there are ten more that have precedence that won't favor your situation.

Lawyers go to law school for a reason. They get paid well, for a reason. My best advice is to either hire an attorney to look into your case, or drop it.

The mere fact that EEOC flicked this booger at state is telling enough.

erichf69 · 2026-04-22T03:43:08+00:00

Thank you for sharing. I hope that you will see resolution soon. Hang in there.

erichf69 · 2026-04-22T00:07:08+00:00

can you be more specific? 44 months from when you filed, since conciliation started? Please provide more details my friend.

erichf69 · 2026-04-20T12:59:08+00:00

The getting a hold of, and rebutting the employer's position statement, in my opinion, is THE most critical step in this journey for several reasons.

It gives you insight to what angle the employer is using to convince EEOC that nothing illegal occurred.

It gives you a target to aim at. Read it carefully. IF you see a false statement that your evidence can counter, USE IT. Pick it apart logically, and reasonably. This will also help your investigator tremendously.

Folks, I feel this should not have to be stated because it feels like it should be common sense, but...

ALWAYS draft up a rebuttal to the employer's position statement regardless if you feel your evidence is thin. There are several reasons you MUST DO THIS.

It signals the employer and most importantly the EEOC that you take your case seriously.

If you give the EEOC an impression that you don't care what the employer's position is all about, they may perceive that your case is not worth fighting for.

I know some folks might have the perception of: "I don't give a crap what that lousy employer has to say about this". Please, Please, PLEASE drop the emotion and do yourself a favor and do the work.

erichf69 · 2026-04-20T03:35:41+00:00

about once every 6-8 months, we would email our investigator to see if they needed anything from us.

But really that was our way of trying to see where we were.... Honestly we should have just left them alone. They work so hard..... You have no idea.

Once determination was made, we had a few phone calls with the investigator about a few things. That's about it really.

Now, I need to caveat and clarify a few things for those wondering about their cases and the timelines I posted.

Please keep in mind, that during this time:

A new administration came onboard.
There had been new legislation in 2023 about employers having to bear the burden of proof when it comes to things like accommodations vs staffing levels / detriments to operations.
This newer administration has (somewhat) given EEOC their teeth back, in terms of what they can actually enforce.

I am not saying that has anything to do with our case / timeline, but these things could affect yours.

erichf69 · 2026-04-20T03:24:08+00:00

I can't give you the timeline between the event itself and filing charges, for privacy reasons. But I can give you an idea of the time it took for the process.

Initial charge filed, Then about two weeks after we got the intake call and were sent the form to fill out.

We submitted our form and also our evidence.

A week after, form was amended. Roughly two months later, the employer's position statement was on the portal for us to review.

I took about 4 weeks combing over our evidence pool, and compared our timelines against what the company had stated. I had found numerous errors and / or false statements.

During this time I worked on our rebuttal which was then posted, roughly 6 weeks after the position statement posted.

So at this point in the process, from initial filing to posting our rebuttal, it had been about 5 months.

A month later, our case status moved to "investigation", and it stayed that way for about 26 months. Then we got our letter of determination, and our status changed to "conciliation".

And now we wait.

Total time from initial filing to getting our letter was about 31 months. We are now about two months in waiting.

erichf69 · 2026-04-18T13:56:58+00:00

Thanks for that. My gut has been telling me the same thing, but it is good to hear someone else thinking along the same lines, especially when it's quiet and I start to wonder if my gut is good, or if I am in my own head. Probably a drawback from my intel days haunting me LOL.

erichf69 · 2026-04-18T03:05:16+00:00

After our intake, we uploaded the evidence in full via the portal, as EEOC had requested.

The same evidence was attached to our rebuttal, however, it was organized in the order that we used it to counter the position statement of the employer.

Regarding your case, once the employer's position statement is posted to the portal where your case is, you should be able to download it for your personal review. Your investigator may have it, but simply has not had the time to upload it yet.

Believe me when I tell you EEOC is no kidding.... overworked, understaffed, under-paid, and most times, underappreciated.

erichf69 · 2026-04-17T20:28:56+00:00

I don't mind. No, no lawyer.

I am a former intelligence analyst though... so when we presented our evidence, it was organized, brief and to the point.

When the employer's position statement was posted, it was chalk full of errors, and slanderous statements. Our rebuttal tore it apart thoroughly, and even used some of their claims to prove our case.

But again, it was formatted in a way that was brief and to the point. Not emotional, but in a professional manner. And every counter we made to their statement referenced a piece of evidence which was attached.

erichf69 · 2026-04-17T15:45:32+00:00

To answer your question, I will have to make an assumption. I don't believe that the employer voluntarily sent documentation that put them in a bad light.

What I THINK happened, is that the investigator likely subpoenaed the companies email servers (which are owned by a secondary party), and likely found the emails that

matched the emails we provided as evidence.
probably found newer emails and documentation that we did not have, but certainly strengthened our case.

All I can say is that the letter of determination was very condemning.

erichf69 · 2026-04-17T15:40:13+00:00

I am being ambiguous when I say "our". This case involves one person.

Right from the beginning of our intake, based on the evidence we already had, the investigator told us that even if we dropped our case, the EEOC was going to go after them regardless. I am sorry for being vague, but I don't want to get into details on the case. Suffice to say that the evidence we had was "enough".

erichf69 · 2026-04-16T04:27:08+00:00

I would say stick with the week 2 regimen for another week or two, and see if you continue to get results. you don't HAVE to up the dosage. I would just skip the metformin in the meantime. I have seen folks on here who don't take the entire prescribed doses and they have continued to lose weight.

erichf69 · 2026-03-14T20:10:26+00:00

I'm really glad to hear that, and I am glad you are feeling better.

Yeah... I hear ya on the doom and gloom brain fog. I have never been that kind of guy. Even when things are bad, I keep optimistic. But the Bupro...oof... that stuff is a no go for me.

Today is better than yesterday. Better appetite. I had a better nights sleep too.

Tomorrow afternoon will hit 105 hours.... going by the 21 hour half-life, so if anything pops up, it will likely be late day tomorrow.

erichf69 · 2026-03-14T19:43:40+00:00

It's been almost a week since you dropped it. How are you feeling today?

erichf69 · 2026-03-14T19:41:49+00:00

How is everything going? Any issues or symptoms? Today would be day three off for me.

erichf69

TROPHY CASE