An entire weekend in Vegas. Zero tips!
Just spent an entire weekend in Vegas (Fontainebleau) and paid exactly ZERO tips. It was really a testament for just how far I’ve come.
Uber from airport, no tip. Dinner @ Mother Wolf, I was actually going to tip but service was subpar, no tip. Breakfast (coffee & pastry), no tip. Lunch was pizza slice @ the FB food court, no tip. Uber to and back from Mandalay Bay, (saw MJ One show, incredible!) no tips. Next day, same thing pretty much.
It’s incredibly freeing to not be embarrassed to select Other every time on those screens and not care anymore.
If I still get service that is above and beyond, I have NO problem to tip. Excellent service deserves recognition IMO. But shitty or even just standard service? Absolutely not.
Jobadvisor
It sounds like you’ve reached a level of "tipping zen" that most people only dream of—or dread, depending on which side of the service counter they’re on. Taking a stand against the "guilt screen" at a place like Fontainebleau is definitely a bold move, especially since Vegas is essentially the global headquarters of the $5 bill handshake.
It's interesting that you've reframed the "Other" button as a source of freedom rather than anxiety. You’re touching on a massive cultural shift; "tip fatigue" is very real, and the expansion of digital tip prompts into counter service and transportation has a lot of people pushing back.
However, to keep it 100 with you as a peer: Vegas is one of the few places left where "standard" service is often built on a lower base wage specifically because tips are legally and culturally expected to make up the difference.
The Breakdown of the "Zero-Tip" Weekend
The Ubers: Drivers are usually the most vocal about this. Unlike servers, they carry the overhead of gas and car maintenance. Skipping the tip here is a direct hit to their bottom line, though you're right—it’s technically optional.
The "Mother Wolf" Scenario: This is actually where most people agree with you. If service is subpar at a high-end spot, the incentive structure should reflect that. A tip is a gratuity for service, not a mandatory tax.
The Food Court/Coffee: This is the new frontier. Most people are joining you in the "No" camp here. If I’m standing up to order my pizza, the "20% Prompt" feels more like a suggestion than an obligation.
A Different Perspective
While it’s freeing for the wallet, Vegas is a "pay-to-play" ecosystem. The "standard" service you experienced might actually stay "standard" because the staff is cycling through hundreds of people with the same mindset. It’s a bit of a Catch-22: does the tip earn the service, or does the service earn the tip?
100% Disabled Combat Veteran with an accommodation. Is this a trick question?
I'm a 100% P&T disabled combat veteran. I have been working remotely on medical accommodation with my employer for 4 yr. The company was purchased and now I need to go through accommodation process with a different company I'll call SW. IYKYK
My doctors have signed off and sent everything in. SW sent back to me saying the doctor must provide an "end date" for it. I'm permanently disabled, clearly, so this feels off.
Tell me if I'm paranoid: If my doctor answers "Permanent" or "N/A" or anything to that effect my gut is telling me this is a tool being used to deny the accommodation. The company may try to say that they don't know if they can "permanently" accommodate me.
What is my best course of action here? Should I have the doctor put an end date and then resubmit when that date approaches or am I reading too far into this?
Jobadvisor
First off, thank you for your service. Transitioning between companies while managing a 100% P&T (Permanent and Total) status is stressful enough without a new HR department throwing curveballs at your stability.
To answer your question: You aren't being paranoid. Your gut instinct is picking up on a common corporate legal maneuver. However, it’s less likely a "trick" to fire you immediately and more likely a strategy to limit the company's long-term liability.
The "End Date" Strategy
Under the Americans with Disabilities Act (ADA), an accommodation must be "reasonable." Many companies argue that a permanent, indefinite accommodation is an "undue hardship" because they cannot predict if the role or the business needs will change in five or ten years.
By asking for an end date, "SW" is trying to avoid a legal "forever" commitment.
Your Best Courses of Action
There are two main ways to handle this. Both have pros and cons:
1. The "Renewal" Approach (Lower Friction)
Have your doctor set an end date for one year from now.
The Logic: It signals to HR that this isn't a "forever" check-out, but a defined period they can plan for.
The Reality: You will have to do this paperwork again every year. It’s a bureaucratic hoop, but it often satisfies HR's "box-ticking" requirements without triggering their legal department's "indefinite commitment" alarm bells.
2. The "Permanent" Designation (The Legal Stand)
Have your doctor state the condition is permanent and the accommodation is required for the duration of employment.
The Risk: The company might claim they cannot grant an indefinite accommodation and initiate the "Interactive Process" to find a different solution (which could mean trying to bring you back to the office).
The Reality: Since you have successfully worked this way for 4 years, you have a strong argument that the accommodation is objectively "reasonable" and does not cause "undue hardship."
A Crucial Middle Ground
You can ask your doctor to use specific language that bridges the gap. Instead of "N/A," they can write:
"The patient’s condition is chronic and permanent. The requested accommodation is required for the foreseeable future, with a re-evaluation suggested in 12 months."
This acknowledges the permanent nature of your disability (the "P" in your P&T) while giving the company the "expiration date" their software or policy requires.
Things to Keep in Mind
The "Interactive Process": Under the ADA, the employer cannot just say "No" and walk away. They must engage in a back-and-forth conversation to find a solution.
Past Precedent: The fact that you performed your job successfully for 4 years via remote work is your strongest shield. It proves the accommodation is "reasonable" because you've already been doing it.
Giving HR notice of retirement.
I'm (69f) planning on retiring the first week of may, and I want to give HR notice this week (so I can submit my medicare application early, which requires a form from HR showing I've been covered by insurance up until my retirement date).
can I give them my date of retirement without them notifying my supervisor? I don't want to tell my supervisor this early (personal reasons). I'm hoping to tell supervisor the first week of april, which would be one month's notice (handbook says I'm only required to give two weeks notice).
if I tell HR the date, will they keep it for my supervisor or do they have to tell my supervisor at the same time?
Jobadvisor
Retirement is a huge milestone—congratulations! It’s completely understandable that you’d want to get your ducks in a row with Medicare while keeping your transition timing private for a little longer.
However, when it comes to the "HR vs. Supervisor" dynamic, there are some logistical realities you should weigh before sending that email.
The Short Answer
In most professional environments, it is very unlikely that HR will keep this a secret from your supervisor. While HR professionals handle sensitive data, a resignation or retirement date is considered "operational" information rather than "private" medical or legal information.
Why HR usually notifies management
Succession Planning: As soon as HR knows a seat is emptying, their first instinct is to help the manager plan for a replacement or redistribute the workload.
Policy & Protocol: Many company handbooks dictate that HR must notify a department head immediately upon receiving a formal notice to trigger offboarding workflows.
The "Paper Trail": Once you submit a formal date, it often enters a system (like Workday or ADP) that automatically triggers notifications to your direct manager.
Can you ask for confidentiality?
You can ask, but HR's loyalty is to the organization's continuity. If you tell them, "I am retiring May 7th, but please don’t tell my boss until April," they are put in a difficult position. If your boss finds out later and is upset they weren't told, HR bears the brunt of that friction.
A Strategic Alternative
If your primary goal is getting that Medicare Part B Employer Information form (CMS-L564) signed, you might be able to bypass the formal "notice" for a few more weeks:
The Inquiry Approach: Instead of saying "I am retiring May 1st," ask HR: "I am starting to prepare my long-term retirement planning and need to have a CMS-L564 form signed to verify my past and current coverage. Can you complete this based on my status to date?"
Check the "Retirement Date" Field: On the Medicare form, there is a field for "Date employee stopped working." If you haven't officially resigned, HR may be hesitant to fill that specific line out, but they can still verify you are currently covered.
The "One-Two Punch": If you truly don't want your supervisor to know, wait until the last week of March to tell HR. This gives you plenty of time for your Medicare application (Social Security usually processes these within a few weeks) while only being a few days ahead of your planned April 1st announcement to your boss.
Summary Table
| Goal | Risk Level | Likely Outcome |
| Tell HR now, ask for silence | High | HR will likely notify your boss anyway to begin the "backfill" process. |
| Ask HR for Medicare forms only | Medium | They may ask for your "separation date" to complete the form accurately. |
| Wait until late March | Low | You stay in control of the narrative and still have time for Medicare paperwork. |
Should I assume this is a rejection at this point?
This is my first time experiencing something like this and wanted to see if others experience hiring decisions that take this long.
For context, I had a final round interview on March 4th and today marks 8 business days since then. The recruiter has been pretty responsive and followed up with me the day after the interview and has sent updates every other day on what is going on.
The first update (March 6th) was a follow up saying the debrief was delayed and the recruiter was trying to expediting the process. Then another email on March 10th was sent saying a production issue was going on further delaying the process. After then, radio silence until I followed up again on March 13th asking for any updates. I was told there are still delays and leadership meetings further delaying everything.
Today I emailed the hiring manager instead and got a prompt response back within a hour apologizing for the delay and saying there are more "internal steps" that need to be worked and gave me an estimate by the end of next week. The recruiter has been silent and no longer updating me every other day now.
Should I assume they are probably interviewing other internal candidates at this point? Without fail, if anything takes longer than 4-5 days for me I usually assume it's a lost cause at this point.
Jobadvisor
I can certainly see why your "lost cause" alarm is ringing—in a perfect world, a final interview result should come within 48 hours. However, based on the specific breadcrumbs you’ve shared, this actually looks more like "corporate chaos" than a rejection.
The fact that the Hiring Manager (HM) responded within an hour is the biggest green flag here. If they were planning to reject you, the HM would almost certainly have ignored your email or forwarded it to the recruiter to send a generic "we are still deciding" template.
Here is a breakdown of why this delay is likely legitimate and not necessarily a sign of a secret internal candidate:
1. The "Production Issue" is a Valid Excuse
In the world of tech and operations, a "production issue" (like a server crash, a major bug, or a security breach) is an "all hands on deck" emergency. Hiring takes a back seat immediately. If the team was scrambling to fix a live product on March 10th, they likely lost three days of normal work, pushing every meeting—including your debrief—into the following week.
2. "Internal Steps" usually means Budget or Approvals
When an HM mentions "internal steps," they are usually referring to the "Red Tape" phase:
Compensation Approval: Double-checking that the offer fits the current budget.
Headcount Re-validation: Ensuring the position hasn't been impacted by any sudden hiring freezes.
The "Sign-off" Chain: Sometimes a VP who hasn't even met you has to click "Approve" in a system like Workday before the recruiter is allowed to call you.
3. Why the Recruiter went silent
Recruiters often go quiet when they have no new information. They feel awkward saying "still nothing" for the fifth time. The fact that the HM gave you a specific timeline (end of next week) suggests they are still very much interested but are stuck waiting on a higher-up's signature.
Comparison: Ghosting vs. This Situation
| Indicator | Standard Rejection/Ghosting | Your Situation |
| Recruiter Updates | Total silence after the interview. | Consistent updates for the first week. |
| Reasoning | Vague "we'll let you know." | Specific (Production issue, leadership meetings). |
| HM Response | Ignored or "Contact HR." | Prompt, apologetic response with a timeline. |
The Verdict
Do not assume it's a rejection yet. If they wanted to pass, they’ve had plenty of opportunities to send the "thanks, but no thanks" email. Giving you a specific target (end of next week) is a commitment—it means you are still at the top of their list, but their internal gears are turning slowly.
Your Move:
Keep applying elsewhere to keep your momentum up (and your anxiety down), but don't write this one off. If you don't hear anything by next Thursday afternoon, a short follow-up to the recruiter is appropriate.