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<blockquote data-quote="twoweeled" data-source="post: 3480571" data-attributes="member: 27108"><p>I&#039;m really not sure either way, but I think you are in a tricky area.&nbsp; I&#039;ve always heard you can be let go for no reason at all, unless it violates the law such as, age discrimination or possibly disability issues.&nbsp; But sorry, because i&#039;m just not sure.&nbsp; I&#039;ve also experience even though the ADA exist, UPS will at times choose to totally ignore it.&nbsp; The ol ; sue me attitude.&nbsp; The Attorneys are another headache.&nbsp; Even your own attorney doesn&#039;t want a fight.&nbsp; He wants the low hanging fruit.&nbsp; Step one, step two, now pay me.&nbsp; I think even with the EEOC, you have to be sure an exhaust all other avenues ie Union grievances and arbitration if applicable.&nbsp; Then EEOC in a certain order.&nbsp; Otherwise you&#039;ll have to start over.&nbsp; Many many years ago, I&#039;ve taken similar steps myself, but don&#039;t chisel this stuff in granite.&nbsp; Just my guesses and recollections.&nbsp; Good luck</p></blockquote><p></p>

[QUOTE="twoweeled, post: 3480571, member: 27108"] I'm really not sure either way, but I think you are in a tricky area. I've always heard you can be let go for no reason at all, unless it violates the law such as, age discrimination or possibly disability issues. But sorry, because i'm just not sure. I've also experience even though the ADA exist, UPS will at times choose to totally ignore it. The ol ; sue me attitude. The Attorneys are another headache. Even your own attorney doesn't want a fight. He wants the low hanging fruit. Step one, step two, now pay me. I think even with the EEOC, you have to be sure an exhaust all other avenues ie Union grievances and arbitration if applicable. Then EEOC in a certain order. Otherwise you'll have to start over. Many many years ago, I've taken similar steps myself, but don't chisel this stuff in granite. Just my guesses and recollections. Good luck [/QUOTE]

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