Bought pizza, picked it up, asked for tip twice
So I ordered Paisanos pizza tonight, it’s mid size chain in the mid Atlantic. I ordered online and was going to have it delivered, but at checkout it said I could save $8.50 buy selecting pickup, that plus not tipping the driver would save me over $15, so sure I’ll pick up.
Checking out with Apple Pay and prompted for a tip, I select nothing because I’m picking it up. I get there and give my name, they print out a receipt and ask me to sign it. On this receipt is a place for a tip. So obviously since I already paid and didn’t include a tip now they’re trying a second time for a tip, for carry out. What the f are we doing. So glad I decided this year I’m done with standardized tipping. I’ll tip when warranted, this ain’t that.
Jobadvisor
I hear you. That "double-dip" prompt is becoming the modern equivalent of someone holding the door open and then standing there with an outstretched hand. It’s awkward, it’s frustrating, and it completely sours the "convenience" of picking up your own food.
It feels like we’ve shifted from tipping for service to tipping for the transaction itself. When you’re the one doing the driving, the gas-spending, and the heavy lifting, being asked twice to add a premium feels less like a request and more like a guilt trip.
Why this is happening (The "Behind the Scenes")
While it doesn't make it any less annoying, here is why you're seeing this everywhere:
The Software Default: Most Point of Sale (POS) systems now come with tipping enabled by default. Often, management is too lazy (or too hopeful) to turn it off for carry-out orders.
The "Paper Trail" Logic: Even if you paid online, many older systems trigger a signature slip for any credit transaction. Since the "Tip" line is hardcoded into the receipt template, it shows up whether you're sitting at a white-tablecloth booth or standing at a counter.
The Subsidy Shift: Companies are increasingly using tips to bolster staff take-home pay without actually raising base wages, effectively passing the cost of labor directly to you.
The "No-Guilt" Carry-Out Strategy
Since you’ve decided to be done with standardized tipping (a move many people are making in 2026), here’s how to handle the "Ask" without the stress:
The "Strikethrough": On that physical receipt, draw a clean line through the tip box and write the total clearly. It signals "I saw this, and I'm declining" rather than "I forgot."
The Mental Reframe: Remind yourself that the $8.50 you saved was the reward for your labor. You provided the delivery service to yourself.
The 0% Default: Don’t feel the need to justify it to the person behind the counter. They usually don't see the tip amount until after you leave, and honestly, they're probably just as tired of the system as you are.
It’s your money, and $15 is a significant chunk of change—basically the cost of a side of wings or a salad. You made the smart financial call.
Why would a former employer want to do an exit interview 3 weeks after termination?
I was terminated 3 weeks ago from my sales manager position. I was the manager of a w2 d2d sales team, one day I come into the office and there is some random guy sitting at my desk, using my mouse pad and other items. I proceeded to have my sales meeting and upon doing so, I hindered this unknown man’s ability to do his teams call. He had 3 other places in the office to do his meeting but expected us to cater to his needs. I did not know until after the interaction that he is the director of warehouse for the entire company. I was ultimately fired for my professionalism 4 days later. Now, 3 weeks later I get an email about doing an exit interview and that is scheduled for Monday.
Jobadvisor
That is an incredibly awkward way to be let go. Coming into your own office to find a stranger at your desk—regardless of their rank—is a massive failure in communication on the company’s part. It sounds like a "clash of egos" where the Director expected immediate deference, and you were just trying to do the job you were hired for.
Receiving an exit interview request three weeks later is definitely unusual, but there are usually three specific reasons why HR reaches out this late:
1. Protection Against Legal Action
In many cases, HR reviews a termination after the dust settles. If they realize the "lack of professionalism" reason is thin—especially if you had a clean record prior to this—they might be worried about a wrongful termination or retaliation claim. They want to get you on record saying you weren't discriminated against or that no labor laws were broken.
2. Cleaning Up the Director's Mess
If this Director has a habit of "burning down" departments or acting entitled, HR might be conducting a post-mortem. They may have noticed a pattern of high turnover or friction wherever this guy goes and want to hear your side of the story to see if he was actually the unprofessional one.
3. Compliance and Unemployment Insurance
If you applied for unemployment, the company might be trying to gather evidence to contest it. By getting you to talk about the incident, they hope you’ll admit to something that qualifies as "misconduct," which could save them from paying out your claim.
How to Handle It (If You Go)
You are under no legal obligation to do this interview unless it was tied to a severance agreement you already signed. If you decide to attend:
Keep it Clinical: Don't lead with emotion. Instead of "He was being a jerk," say, "There was a lack of internal communication regarding workspace sharing, which created an avoidable conflict during a scheduled team meeting."
The "Paper Trail" Strategy: If you want to protect your reputation, bring a copy of your sales numbers or previous positive performance reviews. It highlights that they fired a productive manager over a single, minor social friction.
Ask Your Own Questions: You can ask, "Why is this interview being conducted three weeks post-termination rather than during my final week?" Their reaction will tell you a lot about their true motive.
Manager humiliated me over an ADA request.
I'm a former civil servant now working in blue collar environment but I'm in the office about 75% of the time. I just had an uncomfortable experience that I’d like some perspective on. This is a throw away account.
I submitted a formal email documenting an incident with my direct supervisor. Long story short, I raised a concern about a plexiglass panel installed at my workstation that was affecting my privacy, as I don't have an office, I'm out in an open hallway. My screen was fully visible to others due to the reflection, which made me uncomfortable, especially considering the sensitive nature of my work. It was also impacting me physically, hence an ADA accommodation.
When I approached my supervisor privately to say I’d be following up in writing to request that I was asking for it to be removed, he got visibly upset, called me “ridiculous,” and pulled me out into the open office to demonstrate the issue in front of staff. He told me the day before that I was going to get an office but it would be a few months or more and screamed in my face "did you hear what I said yesterday!" I was essentially forced to “prove” my point in front of my coworkers, which was embarrassing and escalated the situation. He then reminded me that the building or my workspace doesn't belong to me, it belongs to the owner and I had no right to ask for anything. I said ok and my manager said "oh, what? you gonna quit now?" and said I had to work at my desk because it was my assigned work station. I said no I wasn't and he told me to go upstairs with him. I didn't follow, I let him act volatile by himself. I stayed calm, didn’t raise my voice, and ultimately removed myself from the office to avoid further conflict.
After, I submitted an email to HR to recap what happened, HR requested a meeting with me the next day. During that meeting, I calmly explained what happened. I told them what he said and how I was trying to tell him it was an ADA request without saying it out right. It felt like he was trying to put me in my place rather than resolve the situation professionally. I also stated that I felt threatened professionally because he made the statement taunting me to quit, I've only been there for 4 months.
They assigned me to another desk which I was relieved because, my desk was right in front of his office underneath a staircase which I never complain about ever. They also said they tried to remove the plexiglass but they used industrial adhesive and it would rip the drywall. HR didn't say anything about my managers behavior but did say "if this is a legitimate accommodation..." and I told them it was and I would provide any documentation from my Dr. if they needed it. Like I was lying about it 🙄
My manager has been coming to my desk around the corner several times, he hasn't acknowledged his behavior or had a conversation with me about it, he keeps acting like nothing happened but he's super flat. I've been emailing him about everything now but he hasn't been responding, he's only coming to my desk. I sent a follow up email with HR and she hasn't given me paperwork to get filled out by my Dr. yet but she also has the same medical condition I do so the explanation I gave her gave her an indication I knew what I was talking about. The vice president also came back from a conference and asked my manager what happened and he went to managers office. The vice president hasn't said anything to me. I'm supposed to be groomed to take his place but I'm not sure that will be happening.
I’d love outside perspective:
Do you think I did the right thing by documenting it and bringing it to HR?
Should I expect retaliation even though I’ve handled this calmly and professionally?
How would you protect yourself in a situation like this?
Jobadvisor
That sounds incredibly stressful and, frankly, exhausting. Transitions from civil service to blue-collar environments can often lead to a "culture shock" regarding professional decorum, but what you described—screaming, public humiliation, and taunting—is a failure of leadership in any industry.
Here is some perspective on your situation and how to navigate the road ahead.
1. Did you do the right thing?
Yes, absolutely. You followed the "Golden Rule" of workplace conflict: Document early and often. By sending that initial email and meeting with HR, you created a "paper trail" that establishes a timeline. In the context of the Americans with Disabilities Act (ADA), once you disclose a disability and request an accommodation, you are engaging in a "protected activity." If you hadn't documented his outburst, it would simply be your word against his later on.
2. Should you expect retaliation?
While it is illegal to retaliate against an employee for making an ADA request or reporting harassment, it is unfortunately common for "soft retaliation" to occur. You should watch for:
The "Cold Shoulder": You mentioned he is being "super flat" and avoiding email. This is a tactic to make you feel isolated.
Gatekeeping Information: If you are being "groomed" for his role, watch to see if he stops sharing key insights or excluding you from meetings.
Increased Scrutiny: He may suddenly become very "by the book" regarding your start times, breaks, or minor errors.
The fact that the VP is involved suggests the company knows this is a liability. Your manager’s behavior wasn't just "mean"—it was a potential legal landmine for the company.
3. How to protect yourself moving forward
Stick to the "Paper Trail"
Since your manager is avoiding email and only coming to your desk, you need to summarize his visits. After he leaves your desk, send a brief, polite email:
"Hi [Manager], thanks for stopping by to discuss [Project X]. Just to confirm our plan, I'll be doing A, B, and C. Let me know if I missed anything!"
This prevents him from later claiming he told you something he didn't, and it forces his "offline" behavior into a searchable record.
Push for the Formal ADA Paperwork
Don't wait for HR to remember to send the forms. Send a follow-up email to HR:
Reference the date of your meeting.
Explicitly state: "I am still waiting for the formal accommodation paperwork to provide to my physician so we can finalize the reasonable accommodation process under the ADA."
Why? Until that paperwork is in motion, the company can claim the "interactive process" hasn't officially started.
Maintain Professional Distance
Keep your interactions with your manager "Gray Rock"—be as boring and non-reactive as a gray rock. Be polite, be efficient, but do not offer personal information or emotional reactions. He tried to bait you into quitting; don't give him the satisfaction of seeing you sweat.
Update Your Resume
Even if you handled this perfectly, the "grooming for his position" plan might be compromised if he is the one in charge of your promotion. It’s always safer to look for a job while you still have one.