I was "let go" four years ago after having several surgeries as a result of working/lifting conditions. I was a dedicated hard working EXA....one of the few I witnessed in my district. Those of us who worked for Wag know what I'm talking about as far as the way they use HR's(lawyers) decision to terminate people. They tell you it was HR, not them, giving the lawyers reasons to terminate. I can't explain to non-WAG employees looking to move up the ladder how even assistant managers are considered expendible. My experience was...if your married or single with a child you got promoted to store manager. I you were dating a store manger at another store you got promoted to str mgr. If you were single NO CHANCE. I saw 5 people get promoted before me whose employees hated due to what could've been called hostile environment and other reasons, or were seriously lazy and didn't adhere to the unwritten rules (according to regional mgrs) of EXAs working harder and longer than other assistants, reverse discrimmination, etc, etc. I could go on but you get the idea. Anyone in the district that worked me could tell you how good of mgr I was and could not believe why I was continuely passed over. It wasn't until much reflection while laid up from surgeries and realizing those who were promoted had one or two things in common...married/children. When it was time for me to come back to work, the store manager said I had to report to the Dist. Office which was not policy. I realized they were trying to get me to report back after the companies allowed time for leave of absence. It backfired on them and a day or two later I had to meet a D.T. who said I could not return to work b/c I was a liability to the company and as a result they could not let me return to work in the district. Furthermore, the "company" would terminate my employment as a result. To sum up they(district office) would not let me return to work, and as a result the company would fire me.