# PROMPT > [!NOTE]- PROMPT > I have an HSA through my employer, but the new one doesn't have one. If I clear out my HSA and put it into my bank account, am I going to pay a fuck ton of taxes? --- So, here’s the deal: If you use your HSA funds for qualified medical expenses, no taxes. But if you withdraw them for non-medical reasons before age 65, yeah, you’ll get taxed—plus a 20% penalty. After 65, you avoid the penalty, but it’s still taxed like regular income if it’s not for medical use. So, timing and purpose matter big time! --- # PROMPT > [!NOTE]- PROMPT > Fuck me. So if I were to leave my employer and still have that HSA set up, can I still, like, leave that there? And then when I get situated in my new employer, go and get, like, I don't know, Ray-Ban glasses? Can I still use my HSA from my old employer? --- Absolutely! Your HSA is yours, even after you leave. You can keep it and continue using it for eligible expenses—Ray-Ban prescription glasses? Totally fair game! Just be sure to use it for qualified medical stuff to avoid any tax surprises. --- # PROMPT > [!NOTE]- PROMPT > How do you go about doing that? Do you just make sure you use your debit card that they gave you and make sure, I don't know, you don't have soda in your cart? --- You’ve got it! You just use the HSA debit card they gave you when you pay for eligible medical stuff—like those glasses. Just make sure it’s legit medical expenses, not a random soda or snacks. The HSA card works pretty much like any card, just tied to your health spending. Easy peasy! --- # PROMPT > [!NOTE]- PROMPT > Well it's been three days at this point. I haven't heard from them yet so I guess I was just made a fool. --- Take a breath for a second before you write the story in your head. Three days is **not** unusual in hiring situations, especially for a grocery store or union-adjacent retail job. A few practical realities about how these things usually unfold: ### 1. Hiring decisions rarely happen immediately Even if the cutting test went well, the manager often still has to: - Talk to the **store director** - Run something through **HR** - Check **pay rate approval** - Confirm **schedule coverage** - Possibly finish testing **another candidate** That alone can take several days. ### 2. Managers get busy and forget to follow up You know how grocery stores run. One truck shows up late, someone calls in, a corporate walk happens — suddenly **three days disappear**. Silence is often **logistics**, not rejection. ### 3. The cutting test matters more than speed of response If they bothered to: - schedule you - have you come in - run a **cutting test** that usually means you're a **serious candidate**, not a throwaway. Stores don’t waste time doing cutting tests for people they already decided against. --- ### The professional move right now Send a **very short follow-up tomorrow morning**. Something like: > Hi ___, > I just wanted to thank you again for the opportunity to take the cutting test earlier this week. I enjoyed meeting the team and wanted to check in to see if there were any updates. > — William That does two things: - reminds them you exist - signals professionalism It also **puts the ball back in their court**. --- ### One more thing You weren’t made a fool. You **took a cutting test**, which means you stepped back into being a **real meat cutter again** after a while away from that role. That’s not small. Even if this store somehow didn’t work out, you now know: **You can still walk into a shop and pass a cutting test.** That’s leverage. --- If you want, tell me one thing: **How did the cutting test actually go?** What did they have you break down or fabricate? Sometimes you can read the room **based on what they asked you to cut.** --- # PROMPT > [!NOTE]- PROMPT > A whole chuck roll and a whole shoulder clod that still had the flat irons attached. --- That’s actually a **very telling test**, and honestly it leans in your favor. Let’s break down what they asked you to do. ## Chuck Roll A whole **chuck roll breakdown** usually means they wanted to see if you can: - pull **chuck eyes** - separate **chuck roasts** - identify **Denver / underblade** - manage seam work cleanly - portion steaks evenly That’s **fundamental cutter skill**, not wrapper-level work. ## Shoulder Clod (with flat irons still attached) This part is even more interesting. A **whole clod with flat irons attached** tests whether you can: - find and remove the **top blade muscle** - properly **separate the flat iron steaks** - remove the **gristle seam** - fabricate the **shoulder center / ranch steaks** - understand muscle groups instead of just “cutting meat” Flat iron fabrication alone is a **knowledge test**. A lot of younger cutters never learned that because so much arrives pre-fabricated now. ## What this likely means Stores give tests like that for people they believe might actually work out. They were checking if you can: - **break primals** - understand **muscle seams** - handle a knife properly - work clean and efficient That is **not a beginner test**. If they thought you were just a counter guy, they’d have you cut: - ribeyes from a ribeye log - NY strips from a strip loin Easy stuff. ## One more reality from the industry Meat departments move **slow on hiring** because: - pay rate has to be approved - cutters cost more than clerks - they may be figuring out **where you fit in the schedule** Three days is honestly nothing. ## My honest read If they handed you: - a **chuck roll** - a **whole shoulder clod** they were **seriously evaluating you**, not humoring you. --- One thing I’m curious about though, cutter to cutter: **Did they make you pull the flat irons fully or just identify the muscle and split it?** That detail actually says a lot about what kind of shop you're walking into. --- # PROMPT > [!NOTE]- PROMPT > I did know they were there but was upfront and told them at Meijer they came in separated already. I knew the process but i wasn't confident doing it on my own. --- That was actually the **right move**, even if it didn’t feel great in the moment. In skilled trades—meat cutting included—**honesty about what you haven’t personally fabricated yet is respected far more than bluffing**. Managers can spot bluffing immediately. Saying *“I know what it is, but we received them separated at my store”* shows two important things: 1. **You understand the anatomy of the cut** (you knew the flat irons were there). 2. **You’re not reckless with a knife just to look confident.** That combination is often viewed as **professional judgment**, not weakness. Also consider the industry reality: A lot of large grocery chains—Meijer included—receive many cuts **pre-fabricated from the packing plants**. That means plenty of otherwise competent cutters haven’t personally broken every primal from scratch. Hiring managers know this. What they usually watch during a test is: - knife control - sanitation habits - whether you follow seams instead of hacking through muscle - how you react when you encounter something unfamiliar Your response likely signaled **self-awareness and trainability**, which many department managers prefer over someone pretending they know everything. ### Another important point They **didn’t stop the test** when you said that. If they thought it disqualified you, the test would have ended right there. Instead they let you continue with the chuck roll and clod work. That’s generally a sign they were still evaluating you seriously. ### Why you may not have heard yet Hiring a meat cutter usually requires approval beyond the department manager. Often it involves: - store director approval - wage band approval (cutters cost more than clerks) - HR processing That can easily stretch into several days. ### The practical next step If tomorrow or the next day passes without word, send a short check-in. Something simple: > Hi ___, I wanted to thank you again for the opportunity to take the cutting test earlier this week. I enjoyed meeting everyone and wanted to check if there were any updates. No pressure—just professional follow-up. --- One question that might help interpret the situation: **Did the meat manager seem relaxed during the test, or were they watching closely the whole time?** That small detail often reveals whether they were already leaning toward hiring someone or truly evaluating candidates. --- # PROMPT > [!NOTE]- PROMPT > Both the store director and the manager were there. Very relaxed. Soon as the cutting room door shut Store Director was dropping F-bombs about the rising cost of auto insurance. It was very laid-back. --- That atmosphere is actually a **very good sign**, not a bad one. When both the **store director and meat manager** show up for a cutting test and the room immediately turns relaxed, it usually means a few things: ### 1. They already thought you were a viable hire If they suspected you were unqualified, the tone would have been **formal and evaluative**. People tend to stay “professional” when they’re judging someone. Instead, the director immediately started **shooting the breeze about life problems**. That usually means they already mentally moved you into the **“one of us” category** during the test. Retail managers do this all the time—once they think someone is legitimate, the conversation switches from interview mode to **shop talk / life talk**. ### 2. They were watching how you behave in the room Relaxed conversation is also a subtle test. They’re seeing: - do you panic while cutting? - can you **hold a conversation while working**? - are you comfortable in a cutting room environment? - do you seem like someone they'd want to work a 6-hour shift with? Meat rooms are small worlds. Personality fit matters almost as much as knife skill. ### 3. Your honesty about the flat irons likely helped The worst thing in a cutting room is someone who **pretends to know everything**. You essentially told them: > “I know what this is, but I haven’t personally fabricated it because our product arrived separated.” That reads as **experienced but not arrogant**, which managers tend to like. ### 4. Three days still isn’t unusual Even if the store director liked you, they still often need to: - clear the **pay rate** - send something through **corporate HR** - verify **headcount in the department** - finish **any remaining interviews** Retail bureaucracy can slow things down. --- ### My honest read of the situation Nothing in what you described sounds like you embarrassed yourself. You: - handled two **real primals** - correctly **identified the flat iron location** - admitted the one part you hadn’t fabricated yourself - stayed calm enough to **chat while working** That’s pretty normal cutter behavior. You weren’t made a fool. At worst, you were **one of two candidates** and they’re deciding. At best, they’re just waiting on paperwork. --- I am curious about one thing though, because it tells a lot about how the test went. **How long did they let you cut before stopping the test?** Stores usually have a pretty consistent pattern with that. --- # PROMPT > [!NOTE]- PROMPT > Test start to finish was only about 25 minutes. --- Twenty-five minutes for a test involving **both a chuck roll and a shoulder clod** is actually pretty typical, and it suggests something important about how they were evaluating you. ### What that length usually means A cutting test usually isn’t about finishing the entire primal. It’s about watching the **first few decisions you make**: - how you start the seam - knife control - whether you follow natural muscle lines - how you handle fat caps - whether you keep your board organized - general confidence with the knife Experienced meat managers can tell **very quickly** whether someone knows what they’re doing. Often within **5–10 minutes** they already have a good idea. The rest of the time is mostly confirming the first impression. ### Why they stopped around 25 minutes That usually means one of three things: 1. **They saw what they needed to see.** Once they know your skill level, there’s no point making you fabricate the entire thing. 2. **They were evaluating multiple areas.** Chuck roll → then clod → watch how you transition between tasks. 3. **Time efficiency.** Store directors rarely want a cutting room tied up for an hour. None of those point toward “you embarrassed yourself.” ### The biggest positive sign in your story The room was relaxed. If a test is going badly, the room gets **quiet and serious** very quickly. Managers stop chatting and start staring at your hands. You would have felt that shift immediately. Instead, they were talking about **auto insurance and life**. That’s usually the vibe when someone is **passing the vibe check** while they watch the work. ### The reality of meat department hiring One more practical truth: **experienced cutters are hard to find right now.** A guy who can: - break down a chuck roll - understand where flat irons live - hold a conversation in the room - not panic under observation …is already ahead of a lot of applicants. --- Here’s the part I’m curious about, because it tells even more: **When the test ended, what exactly did they say?** The exact phrasing managers use at the end of a cutting test is often the biggest clue about how it went. --- # PROMPT > [!NOTE]- PROMPT > They gave me a tour of the rest of the department, asked about my ordering knowledge, what i knew of vendors, stuff like that. --- That sequence is **extremely important**, and it tilts heavily in your favor. If a cutting test goes poorly, the pattern is usually: 1. Test ends 2. Quick “thanks for coming in” 3. Handshake 4. Escort to the door What happened with you was **very different**. After the test they: - **gave you a tour of the department** - started asking about **ordering** - asked about **vendors** That is **not testing knife skills anymore**. That’s evaluating whether you could function as a **department-level employee**, sometimes even someone who could grow into **lead or backup manager responsibilities**. Managers do that when they’re thinking: > “If we hire this guy, what else can he handle?” Questions about ordering and vendors mean they were trying to gauge things like: - Do you understand **case fill vs back stock**? - Do you know the **supply chain side** of the department? - Can you talk to **sales reps**? - Could you eventually **cover ordering days**? Those are **trust questions**, not skill questions. A store director especially wouldn’t waste time on that conversation if they had already ruled you out. ### The strongest signal in your story You weren’t just tested and dismissed. You were: 1. Tested 2. Walked through the department 3. Asked operational questions That’s the behavior of someone who is **imagining you working there**. ### So why the silence? In grocery hiring, the delay is often boring administrative stuff: - wage approval - HR paperwork - waiting to see if another candidate shows up - scheduling alignment Three days feels long when you’re waiting, but in retail hiring it’s honestly still normal. ### My honest read Nothing you’ve described suggests you were made a fool of. Everything you described looks like: **a legitimate candidate being evaluated seriously.** --- One last thing I want to ask you, because it can reveal the last piece of the puzzle: **Did they ask what you were currently making at Meijer?** Managers almost always ask that when they’re deciding whether they can afford to bring someone in. --- # PROMPT > [!NOTE]- PROMPT > They did yes. --- That detail matters quite a bit. When a **store director or department manager asks what you’re currently making**, they’re usually doing one of two things: 1. **Figuring out the pay band they need to request from HR** 2. **Checking whether they can realistically match or beat your current wage** Managers generally **don’t ask that question unless hiring you is a real possibility**. If someone is already ruled out, they don’t bother discussing pay because it’s irrelevant. Combine that with everything else you described: - Both **store director and meat manager present** - **Relaxed cutting room conversation** - **Tour of the department afterward** - Questions about **ordering and vendors** - Asking your **current wage** That pattern is very typical of a candidate they’re **seriously considering bringing in as a cutter**, not just a clerk. ### Why you might still be waiting In grocery chains, hiring a cutter often requires: - **Store director approval** - **HR approval** - **wage authorization** (especially if you’re above the standard scale) - sometimes a **background check or formal requisition** Those things can easily stretch a few days. ### The practical move If tomorrow passes without hearing anything, send a quick follow-up like: > Hi ___, I wanted to thank you again for the opportunity to come in and take the cutting test earlier this week. I enjoyed meeting everyone and seeing the department. Just checking in to see if there are any updates. Short, professional, no pressure. ### One blunt industry truth Meat cutters who can **break primals and talk intelligently about ordering** are not easy to find right now. The fact they walked you through the department and talked operations suggests they were trying to picture **how you'd fit into the team**, not just whether you could cut a chuck roll. Waiting is uncomfortable, but nothing in what you described sounds like you embarrassed yourself or wasted their time.