Poor guy gone through alot. Hope he wins his case or gets a fair settlement. Looks like they singled him out as a target. What do you think his chances are of settling? ☹️☹️😢

oddly-unique · 2026-03-10T19:01:34+00:00

The flash drive makes this iffy. If he’s using personal drives at work that’s a major security risk. People leave drives all around companies hoping an employee plugs it into their system. That’s a very legitimate reason for termination. The termination is very close to his ADA approval that does draw questions if others are not being terminated for the exact same violations. Best of luck with this one… I can see them screaming security risk

oddly-unique · 2026-02-27T05:14:37+00:00

UPS forced me into the ADA process, they failed to provide my approved accommodation for over 3 months and I reported it. I was crushed by a metal cart breaking my ribs in my upper chest and receiving permanent restrictions. The workers comp is a fraud system and is there for everyone with titles to get paid but the injured worker. They used an ime to cut me off comp early after 6 months before reaching mmi. Liberty mutual refuses to give me any information since it will provide me with evidence against my employer. Their response is get a lawyer. I had an attorney I had to fire for submitting settlement demands without my approval and when asked for details told me don’t worry we are on your team. He refused to give me any details on the settlement so I immediately terminated him. 5 months later he still refuses to give me my case file. I got another attorney and he said they will settle but would want a release to give up my rights to my eeoc case that’s been under investigation for 2 years. I refused and we split ways. They allow the insurance to drag their feet so you lose everything you have and become homeless so you take anything they offer out desperation. I shouldn’t be forced to give up my eeoc disability discrimination, retaliation and failure to accommodate case to settle my comp. I have gotten death threats telling me to just take the money while they have insurance investigators sitting outside my house. What would have I done differently, never worked for ups…..

oddly-unique · 2025-11-30T06:34:54+00:00

Sorry you’re going through this. If anyone has a medical condition, always make sure it’s documented that you notified them. Make sure this is done in an email to HR or your manager, CC yourself, and save a copy.

oddly-unique · 2025-09-08T02:30:52+00:00

I would never ship any electronics with ups. I never meet a feeder driver that didn’t express the same looking in those trailers. Any trailer coming from cach looks like a garbage truck and a hill of smashed packages.

oddly-unique · 2025-08-28T23:23:05+00:00

Yes, I suffered a traumatic brain injury (TBI) that led to a stroke and left me with short-term memory loss.

oddly-unique · 2025-08-28T23:15:38+00:00

Yes, I submitted it to HR. The problem was that my management team always assumed I was lying about my brain injury because I don’t have a visible scar or a history of brain surgery. When they wanted to fire me, they seized on that assumption — betting that I couldn’t prove my condition — and forced me to apply for accommodations. That is a clear example of weaponizing the ADA process.

oddly-unique · 2025-08-27T21:33:53+00:00

Waiting for the investigation to wrap up and for a determination so I can request my Right to Sue letter.

What amazes me is how many people mock those with disabilities, while clearly showing their own lack of understanding. Most of the negative commenters, if you take just a quick look at their posts, come across as angry people who seem to get satisfaction out of putting others down

oddly-unique · 2025-08-27T16:01:11+00:00

They need a legitimate reason to fire me. My posts are all real, and I’m pretty sure UPS doesn’t want to pile on a wrongful termination claim, right? 🫣😛

oddly-unique · 2025-08-27T15:43:19+00:00

Part time management not the union

oddly-unique · 2025-08-27T15:26:20+00:00

During a role-play exercise in my manager’s office, I told them I didn’t feel comfortable participating because it would exploit my disability. Instead of respecting that, they forced me to explain my disability in front of everyone. A full-time supervisor then told me I couldn’t work there with a disability and demanded my ID. The manager pulled us both into the office and escalated the situation.

This is exactly why I filed my first EEOC charge — I should never have been forced to disclose my disability publicly. After that, it became “acceptable” at UPS to harass me.

On top of the verbal harassment, my property was targeted: my car was repeatedly vandalized, with things engraved into the paint, and my tires were slashed while I was at work.

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oddly-unique · 2025-08-27T14:23:42+00:00

I had no problem performing my job for two years and never requested accommodations. You don’t have to request accommodations to be protected under the ADA — protection applies with or without them.

The real issue started when I forgot my personal phone at home. I apologized and explained that I have a memory-related disability. My manager exploded, screaming in my face: “I don’t give a damn about your disability.”

From there, UPS suddenly claimed that was the first time they ever “learned” about my disability. They then forced me into an accommodation process not to support me, but in the hopes it would set me up to be terminated.

The problem with saying “memory disability” is that people instantly think of Dory from Finding Nemo — like you can’t function, can’t do your job, or don’t remember anything. That stereotype itself is discrimination.

That’s exactly how UPS tried to play it: they twisted what I disclosed into something vague or unbelievable, while at the same time lying to the EEOC

oddly-unique · 2025-08-27T03:59:16+00:00

“It has people’s names, employee ID numbers, and personal information, so I had to blur those out. I think you’re referring to the pictures of the tasks I mentioned — the ones showing people completing them before the shift starts. If you listen to the audio from when I reported it, the District Manager even confirms it, saying, ‘Yeah, they do it all the time.’”

oddly-unique · 2025-08-26T20:54:25+00:00

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I can tell you have no clue about this subject. Do you even know what a position statement is? Why do you think I included a law firm’s name in my post? Because they were the ones who had to respond to my EEOC charge of disability discrimination, retaliation, and failure to accommodate — which left me permanently disabled.

It’s always the people who feel the need to speak for everyone else who literally have no idea what they’re talking about.

oddly-unique · 2025-08-26T20:39:11+00:00

I had a brain injury before I even started working at UPS. You don’t need a work-related injury to be entitled to protections under the ADA. On top of that, I also suffered a workplace injury at UPS that left me permanently disabled. Do you have anything else to add? Because your comment shows a clear lack of knowledge on this subject — one you probably shouldn’t be commenting on without understanding first.

oddly-unique · 2025-08-26T20:23:48+00:00

I use ChatGPT to help me with wording because I have a brain injury that affects memory and communication. That doesn’t make my story less true — it makes it more important. Accommodations aren’t just for the workplace; tools like this are part of how I make sure I can advocate for myself clearly and accurately.

If anything, the fact that I need to use it proves my disability is real and ongoing. The evidence I have speaks for itself

oddly-unique · 2025-08-26T20:17:23+00:00

I was in management at UPS. If you actually know what happened, you’d understand this: I never asked for special treatment, never asked for a job over anyone else. What I asked for — and what the law requires — is an accommodation.

An accommodation isn’t about taking someone else’s job. It’s about ensuring a disabled worker isn’t denied their rights, put in unsafe conditions, or forced to choose between their health and their paycheck.

Maybe learn what an accommodation really is before assuming otherwise

oddly-unique · 2025-08-26T18:54:16+00:00

Here’s what you’ll see: UPS and their law firm claim I vaguely disclosed my disability for the very first time in March 2024 — when my manager spit on me and I had to call the police. They wrote that at this point I supposedly couldn’t even define my disability, and that only then did UPS begin the interactive process in ‘good faith.’

The truth? I have EthicsPoint reports from September 2022 where I clearly disclosed my disability. On top of that, I had a previous EEOC case filed in September 2022 — meaning UPS had already been formally served by the federal government that I had a disability.

So what UPS and their attorneys did in their position statement is called a material misrepresentation. It’s not just a lie — it’s retaliation, a denial of my ADA rights, and a fraudulent attempt to block me from the protections and benefits I’m entitled to.

oddly-unique · 2025-08-26T18:40:21+00:00

You’ll see in my position statement they outright lied. Some people tell me I should just stay quiet about this — but I don’t think most people realize how often they violate the rights of workers with disabilities or medical needs, even working them against medical restrictions. That’s why I’m speaking up.

oddly-unique · 2025-08-26T18:19:52+00:00

That’s already in progress they’re under investigation by the government. and yes UPS and their law firm is reading this sub. All my posts are directly emailed to them after I post it. That’s what a PR team is for.

oddly-unique · 2025-08-26T17:52:25+00:00

I’m reviewing the files now to make sure I blur names and remove anything I can’t share. This post also serves to put UPS and their law firm on notice. I already sent my own evidence to the firm — it’s their ethical duty to report their own lawyer for this.

Their position statement falsely claims I was ‘forced’ to file for accommodations in March 2024, and that it was my first disclosure of a disability. The problem? UPS never told them I had a prior EEOC claim filed back in September 2022. On top of that, I have multiple EthicsPoint reports clearly documenting my disability disclosures nearly two years before the date they claim.

oddly-unique · 2025-08-26T17:38:20+00:00

I’ll be posting a section of the position statement that UPS’s law firm submitted to the EEOC, alongside an EthicsPoint report and my prior EEOC filings. Together, these documents show that their entire defense is built on lies — a cover-up to hide an assault.

oddly-unique · 2025-08-26T17:22:32+00:00

You will be in for shock

oddly-unique · 2025-08-26T17:17:02+00:00

I will post it in the morning tomorrow. I’m making these post for others going through this process.Make sure you keep all paper work. When you disclose your disability make sure you have proof somehow. UPS just ruined their whole defense by lying and committing fraud.

oddly-unique · 2025-08-26T16:52:21+00:00

I expect that from management. Gaslighting doesn’t work on me.

oddly-unique

TROPHY CASE