I was in an accident in January in colorado. I was at fault and ticketed. I just got a letter of subrogation and the company handling the case told me when I contacted them the only way I can begin a payment arrangement is to give them 20% right now. I don’t have 20% of 11000$ . They said they are sending a letter to my state to suspend my license. What can I do

The yearly drug free workplace policy is making the rounds, and every employee is supposed to sign it. I had never given it any thought, but I have never worked for any other employer that made employees sign a policy like this every year. The wording in this gives me pause. I read in one of the legal subreddits lately to be very careful what you sign with regards to your employer. Ohio recently legalized the use of recreational marijuana. I believe the law states it is still up to the employer.
Acknowledgement of Receipt of Drug-Free Workplace Policy
Signing this form acknowledges that the employee has received a copy of Drug-Free Policy, has had the opportunity to discuss the Policy and have questions answered, and understands all the provisions in the Policy. Although it reflects current Policy regarding substance use, it may be necessary to make changes from time to time to best serve the needs of [company] However, any changes deemed necessary will be made in writing, and the modified Policy will be shared with every employee.
By my signature below, I acknowledge that I have received a copy of the Drug-Free Policy of [company] I understand that it is my obligation to read, understand and comply with the procedures and provisions contained within this Policy.
They make us sign another form prohibiting our use of medical cannabis as well, and it's wording is as follows:
Acknowledgement of Receipt of Medical Marijuana Policy
Ohio's medical marijuana law passed in 2016. As of September 8, 2016, it is legal for Ohio residents with certain medical conditions to use non-smoking forms of medical marijuana when recommended by an eligible physician. Once the law is full effective, eligible patients will be able to obtain medical marijuana at state-licensed dispensaries.
[Company] maintains a Drug Free Workplace Policy. As part of that policy, [company] uses a nine-panel drug screen when testing employees for pre-hire, post-accident and for reasonable suspicion, etc. Marijuana is one of the nine drugs tested on the panel. There is no test that distinguishes between medical and recreational use of marijuana. A positive test of marijuana, including when the use of marijuana is recommended by a licensed physician for medical purposes, is prohibited under policy.
By my signature below, I acknowledge that I have received a copy of the Drug Free Policy of and I understand that testing positive for medical and/or recreational marijuana is prohibited. I understand that it is my obligation to read, understand and comply with the procedures and provisions contained within this Policy.
Is having every employee signing these type of documents common practice? Is this something we have to sign? Is this something we can receive disciplinary action/be terminated for not signing?
For the record, I have never even used marijuana. They are just insistent about this document every year, and after reading that some employers are having employees sign documents that they don't really have to, I'm trying to be cautious.
TYIA for your time.

As the title states, does one exist? I have seen various sites listing the "OEM" fabrics they sell, some of which include production dates, but has anyone seen a more complete version? If not, would you have interest in a database like that?

Essentially there is a very enticing offer at a coal power plant nearby that I was curious about. The plant is scheduled to shutdown in 2028, which obviously scares me, but would there still be years worth of environmental compliance/remediation efforts that the on-site environmental engineer would be responsible for? Or once it shuts down, will that responsibility fall on state/federal employees? I realize this may not have a clear cut answer, but I’m just curious if anyone here has been in a situation where they worked at a coal plant after it shut down.

I just want to preface this with there is NO set markup for all builders. Every company is different. Different overhead. Different profit. When people say a “20%” standard, they have no idea what they are talking about or they are feeding you a bunch of BS. Production builders are able to charge a lower markup because they have a larger gross revenue. Custom builders that only do a few houses a year have larger markups because they have less gross revenue. Or they can have a lower markup because they have lower overhead or set their net margin at a lower number. The numbers are what they are. There is a reason that 95% of contractors go out of business within the first few years. They might be good at their trade but they are terrible at their numbers. Never go with a cost plus contractor. It is guaranteed that the number they give you is a low ball number to get the job. 100% of cost plus jobs will end at least 30-40% higher than what was originally quoted. Or they will never be completed. What happens then? Here are a few things I would like the cost plus guys to mull over and answer as well as the attorneys I have seen commenting on CP contracts:

1. There is no universal definition of Cost Plus or Time & Material Contracts or billing, thus creating confusion and misunderstandings almost immediately in any contract. Attorneys practicing law in the same town will often have different definitions of what is a Cost Plus or Time & Material Contract.
   
2. Lenders often will not lend on Cost Plus or Time & Material jobs unless there is a "not to exceed" clause. When the job goes beyond the not to exceed clause, you must have written authorization to do that work (signed, dated and completely priced out on a Change Work Order) or your client is not obligated to pay you for the work.
   
3. Some states now have laws that specifically prohibit the use of Cost Plus contracts.
   
4. Based on discussions with attorneys Cost Plus or Time & Material jobs generate lawsuits at a rate of 3 to 1, and arbitrations at 9 to 1 over Fixed Figure contracts.
   
5. Cost Plus or Time & Material contracts are an easy way out of doing detailed project study and estimating. This increases the chances that the original "estimate" for work to be done will be low to very low. You risk accusations of violating the Good Faith & Fair Dealing law for "low balling" estimates. An estimate below the actual price will lead to a fight over money when the real costs start the original estimate. coming in, and the client is requested to pay more for the job than
   
6. Because of the perception that on Cost Plus or Time & Material contracts the owner is required to pay for absolutely everything, many contractors do not write out Change Work Orders and have the owner sign them, falsely believing that they (the contractor) will be paid for all the work that they do on that job.
   
7. Owners often go into a Cost Plus contract thinking they have ample money to cover the job. When the job reaches the 60 percent to 80 percent completion point, and the owners have made multiple changes to the job increasing the cost, they run out of money. Their claim will be that the contractor overcharged from the start of the job, and the contractor will be expected to finish
   
8. For your own protection, you must keep an accurate day-to-day log of all labor, materials, subcontract and other fees or costs on the job to be able to verify your actual expenses to date. If you do not, depending on your contract, you may not be able to collect for undocumented expenses, regardless of what they are or how much work has been done.
   
9. In addition, you must have in your possession every document from the job that has incurred a cost. This includes all time cards, invoices, or any other papers related to the project. If you lose any item, you may not be paid for it.
   
10. With the need to keep very careful records on the jobs, you substantially increase the amount of meeting and preparatory time necessary for the job. Often this time will be three to four times the amount of time necessary to complete a Fixed Figure contract. Cost Plus or Time & Material jobs require at least two, and often three times as many meetings with the client to review job progress, billings, invoices, labor, etc. Who pays for the meeting time and the extra administration time to prep all the documents for labor and invoices from subs and suppliers?
    
11. Who draws the plans and gets the permits on a Cost Plus or Time & Material job? If a mistake is made on the plans, who pays for the time it takes to redraw the plans; and who pays to tear out the mistake and rebuild it?
    
12. Who pays for the engineering if the owner forgets to include it on the plans that they provide; and who pays for your downtime while you wait for these revisions?
    
13. Suppose engineering on a portion of the job gets by the plans examiner, the inspector catches the problem, and the job has to shut down until the engineering is complete and new plans are drawn and ready to use. Who pays for the new plans and delays? Who pays for tearing out the wrong structural work completed, and the materials that are ruined due to tear out? Who pays for the additional labor needed to correct the problem? Who pays for the downtime for you and your crew, driving time; restart up time?
    
14. Will the owner be willing to pay for your travel time to and from your office for meetings or discussions on problems that might arise on the job; or from the jobsite to your suppliers and back to the job site for material pickup that either they or you forgot?
    
15. If you make a mistake on a Cost Plus or Time & Material job, who pays for it? Do you donate your time or is the client willing to pay For it? Who pays for ruined materials? Who pays to go get the new materials and the cost of the vehicle expense to do the pickup?
    
16. Who makes up the material lists for jobs with Cost Plus or Time & Material contracts that are needed before the job starts? If you do, will you be paid for that time?
    
17. Owners are far more prone to want to furnish some or all of the materials for their jobs when using a Cost Plus or Time & Material contract. The contractor is expected to guarantee those materials when installed, not to mention losing the markup on those materials. Who pays for the time to replace defective materials supplied by the owner?
    
18. What happens when the owner is to supply some of the materials and they forget to buy a certain item or don't know what materials to bring to the jobsite? Who pays to get the forgotten items? What happens if it takes the owner two or three days (or longer) to get the needed materials to the jobsite? What do you and your crews do in the meantime, and who pays for that downtime?
    
19. The owner goes to your supplier (with your permission) and charges materials for the job to your account. What happens if you send the owner to a certain supplier you normally use for materials, he purchases the materials, and then later claims that he could have purchased the same materials at another location at a better price? You gave him the higher priced supplier to go to, so you are responsible for the difference in cost.
    
20. Cost Plus or Time & Material reviews show owners what you're paying for materials. This will increase the probability of complaints from owners that they could have bought the same item elsewhere for less money. It also leads to owners believing they only have to pay the amount that they could have bought the materials for.
    
21. Owners expect you to be fully productive on their jobs for 8 hours a day. They will be looking over your shoulder constantly. You will seldom, if ever, get the job done as quickly as they are expecting you to do it. Will they be willing to pay for your state's mandated morning and afternoon breaks for your employees? Will they be willing to pay for smoke breaks, coffee breaks, mobile phone time? Will they pay for the time for you or one of your employees to escort an inspector through the job and answer questions? Who pays for the labor and materials to do required changes?
    
22. The contractor must be far more diligent in policing employees so that they are productive on the job at all times, with no miscellaneous discussions or activities on or about anything other than the job they are working on. Again, this pertains to starting and quitting times, smoke breaks, coffee breaks, mobile phone time.
    
23. It is very difficult to "compete" on Cost Plus commercial jobs, because larger construction companies will take these jobs at cost to build a presence with corporations that allocate multimillion- dollar projects on assignment basis as a result of favorable past performance.
    
24. From the client's standpoint, Cost Plus contracts give the contractor little incentive to get in and get the job done. Instead, the contractor's incentive is to keep the clock running, especially if he doesn't have the next job lined up. Cost Plus jobs often run far longer than would be considered normal with a Fixed Fee contract.
    
25. Owners believe that Cost Plus or Time & Material jobs will cost them less money to build. Therefore, they expect you to charge them less money for the work that you do (i.e. less than your normal overhead and profit). In most cases, owners believe that you should only make: Remodeling: 10 percent overhead and to 10 percent profit New home construction: 10 percent overhead and profit Specialty construction: 6 to 10 percent overhead and 5 to 10 percent profit This makes it extremely difficult for you to use your established markup on that job, especially when you have to show them your invoices at the normally required meetings where you review the job progress and expenses to date.
    
26. Owners do their homework, put their job out for "Bid" at Cost Plus or Time & Material plus 6 percent, 7 percent or 8 percent maximum markup. They tell you if you don't want to bid that way, don't enter a bid. They also tell you that "You're not going to make your normal markup on my job!' In other words, take it or leave it.
    
27. One way many contractors handle Cost Plus or Time & Material contracts is to take items that are considered overhead and stuff those costs into the job cost section. In court, a sharp expert witness will find the overhead items listed under job costs and accuse the contractor of "double dipping" on the job. This immediately paints the contractor as dishonest, making a win in court even more difficult.
    
28. Most Cost Plus contracts give the owner the right to either select the subs for his job from a list supplied by the general contractor, or the owner can hire his own subcontractors that the owner will supervise during the job. What happens if subs hired by the owner don't adhere to the general contractor's time schedule? Who's responsible for delays and downtime caused by their lack of cooperation? What prevents the owner from suing the contractor for lack of supervision and other damages caused because the job did not get done on time?
    

509 MCAT, 3.75 GPA, 3.65 sGPA. Taking gap year to be a Certified MA, 2000+ clinical anticipated. 500ish research hours with 2 presentations. 2 leadership positions, chemistry TA position, organic chemistry tutor, 300 nonclinical volunteering and 100 clinical. Florida resident. Triathlete too if that helps haha (two planned this summer, going to continue to compete this year and in med school). Born and raised in Maryland and now family lives in CA so strong connections to both states. Wanting MD, open to really good DO (P/F, high match, happy students).
I know my mcat is kinda low and I'm a little bummed about it. But we ball!
DO: PCOM, Nova Southeastern, TouroCOM (CA), Rowan, WesternU, AT Still University (AZ)
MD: FSU, Arizona-Tucson, Oregon Health & Science, TCU, FIU, Loyola Stritch, Tulane, Rush, UWashington, Drexel, Vermont, Wake Forest, Temple, Georgetown, GW, Nova Southeastern, Virginia Commonwealth, VTech, Quinnipiac, UCI, Ohio State, UMiami (Miller), UCF, Jefferson, Tufts, UF, UCSD, Colorado Boulder, Creighton, UCSF, UCLA, FAU, USC (Keck), UWisconsin School of Medicine/Public Health, Medical College of Wisconsin, Utah, Illinois

Boss and District Manager make me quit, costs them big time I'll start by saying that I never thought I would be on here, but after listening to SLASH, Am I The Jerk, and Ripe on Youtube I thought it time to tell my story.
For context, I (M 23) used to work at an electronics and entertainment store for three years and quit due to issues between workers and management. I had worked with a friend (M 36) at this place for a year or so. This friend was a good guy and great to hang out with when things weren't busy. He would find a job at another company and we would keep in touch as he would come in and chat occasionally. He would become a manager at one of these stores a small distance away. Each time he would try to sway me to come and work for him. I still liked what I was doing then and didn't think it was the right time to switch jobs. But again, due to management issues, I finally decided to quit and take up my friend's offer.
For the remainder of this story, my friend will be referred to as Dumb Boss. After a week or so I started at this new job I will not name, but they sell mattresses and rhyme with Jeep Hummer.
The first month of the job went very well as Dumb Boss trained me and another new employee, and the pay was very nice, and the work was nice with small amounts of actual labor. By the second month, things were doing okay as Dumb Boss continued to train me and the other employee more, but it started to change as my training would be halted in the process every time before I got to even finish. He would continue to do this every single time I was being trained, and stop it mid-session and start from scratch the next day I worked with him. I would never be able to even finish most of the day's training and only learn beginning things. I would say more about the training but it would say too much about where I am from and am.
A small time later I would get the news that my grandfather would pass and would wake up early to get the news. I would inform Dumb Boss later in the day before my shift of what had happened. My call would be very short as I told him of the passing and asked if there was any way I could call out that day. He would show some sympathy and tell me I could get the day, but after that, he didn't know. I would have to bring proof of the death and I would have the obituary already to show. He would go on to tell me the next day that I was in as I would only have that day to grieve that I would not be able to get any more days for my grandfather's death as grandparents weren't supposedly covered under bereavement as directed by him and Dumb District Manager (He'll be relevant later). On the day of my grandfather's funeral, I would have to work and Dumb Boss would have off. Me and the other employee I worked with, and is smarter than me when it comes to job things, talked about the situation of bereavement and who counted. She would ultimately look this information up for me and show me that grandparents were covered under bereavement and the information Dumb Boss and Dumb District Manager was not true. This made me upset and frustrated, enough to punch holes in walls, but I didn't. I would call Dumb Boss and tell him I was upset that the information he had given me was wrong and that I had missed my grandfather's funeral, something a person can't go back and do again. He apologized but looking back on it that phone call he showed little remorse or care. The next time I worked with him the same could be said in person. I would get no apology or communication from Dumb District Manager either about the situation. This was strike one.
Skipping some time to the next event I and everyone else were to attend a meeting for the whole district at a store about 100 miles from where I lived (Dumb Boss would have his own the day after ours). I was paid for the travel and had arrived at the store and worked with everyone that had shown up. Enter Dumb District Manager who was there for the meeting and mostly stayed on his computer the entire 8 hours we were all there. I thought everything went very well for my first meeting like this as we were being trained better than at our own stores. The next shift I worked with Dumb Boss and thought it would be a decent day, but would not be. I greet him and get ready as the store hasn't opened yet, him telling me he has to talk with me once I have finished. We talk and he tells me that even though the meeting/training went well Dumb District Manager and a couple of others had reported to Dumb Boss, as he had wanted them to, that I wasn't as good at the meeting as I thought. They had reported to him that I had been overly fidgety, barely worked with others, and was dressed like a cartoon. Please keep in mind, that I am no top-notch person. I make mistakes and like many other people no 100 percent good at a job. I do have issues with my legs that require them to move. I was nervous around people I had just met and did communicate with people in the training. Finally, I didn't understand why I would be dressed like a cartoon when I was the same as everyone else; in a shirt and tie. We talked about it then and throughout the day what went wrong and why, even though did my best, I was being treated like a negligent employee. This would go on Dumb Boss saying things like this to me and telling me I am not cut out for this and to just quit. This was strike two.
Strike three would happen two months or so later when the store would have a massive sale and pressure was on me and the other employee under Dumb Boss as he would press to make quotas that month or we are faced to be chewed out by him following his chew out by Dumb District Manager. The final day of the sale I would receive a nice old couple and when finishing up with them as I talked with them and the other employee talked with them they had purchased an item and had left to wait for it to arrive. Dumb Boss would walk over to me after they had left. Dumb Boss would tell me that I had a choice after they had left, either leave for the rest of the day and take disciplinary. The second choice was to stay and lose the commission on the sale I helped the elderly couple with. Now I did not know what he was going on about and he told me that because the couple I was working with had been talking with had talked with the other employee and she had left the floor and went to the back to collect herself. I would later find from her that she was just frustrated about the sale and trying to reach her quota and not because of what Dumb Boss was bringing up. I decided out of my own frustration and everything else that had been happening to just take the rest of the day and come back the next shift refreshed and able to talk to Dumb Boss with calm and collect. I would return and talk with Dumb Boss trying to keep a level head and would almost lose it as he told me that because I left he reported it to me being sent home to Dumb District Manager. After choosing the option to better help myself financially and leave and save my commission I would be given the third much later option of getting the commission taken away, losing the pay from the lost hours, and taking a disciplinary action regardless of what I did. This was the option that was forced on me after we talked and I knew this was it.
I was done and would put my notice in on the job about two weeks later and only need to give one week as Dumb Boss wanted to hire a new replacement and train them before the holidays. He even had the audacity to set up an interview for my replacement right in front of me. I was done like I said but I wasn't going out without a bit of a fight.
Something they had taught us throughout this job had been to say something if we see something. This was implied for any sort of ethics violations or issues that couldn't be brought up to management and be sent to an outside company they work with and their H.R. department. Remember that sale that we had at the store, well the sale was meant for friends and family only and no one else. Dumb District Manager told everyone to use the sale on anyone, he didn't care who and wanted the "coupons" we used gone, and if we didn't make the quota chewing would happen. This was considered an ethical no-no and Dumb District Manager and Dumb Boss didn't care as long as the coupons were gone. I would send in the ethics complaint stating what had been going on with the coupons. I know what some of you are thinking, I could have gotten Dumb Boss and Dumb District Manager on harassment, lies, etc. but unfortunately, two things happened. I am not as smart to put things like the lies and harassment on paper and turn it into H.R. The second is that I did send things to H.R regarding what had been going on via the ethics and how I was being treated but this went on deaf ears as Dumb Boss already told them crap to get out from this.
Basically, I left the last day with not even as much as a goodbye or good luck. I didn't need it though as I had pretty much left my own goodbye for him and Dumb District Manager with the ethics complaint.
I didn't hear much of what happened after I left, but after calling the other employee I worked with did I get more info. Turns out the ethics complaint actually went somewhere. She told me that Dumb Boss and Dumb District Manager were under investigation and that they were both getting their own write-ups for what they had pulled and lost the commissions not just for one sale but for the entirety of that month's commission totaling around 15,000 dollars.
If you can't hurt them where it counts, hurt their pocketbook.
P.S. Never doing another sales job ever again.

Background:
Due to escaping an abusive situation, my mother has unsteady work and wouldn't pass a background check due to an unresolved court case filed by the abuser. DHS, women's crisis center, etc are aware of the legal situation and approve of our situation at the moment and are helping to resolve it.
She is on assistance and currently staying with a family friend for no rent in exchange for labor. This means there's often no formal pay, and when there is, due to the nature of the business, it is sporadic. The abuser also ruined her credit.
She works hard and wouldn't destroy the place, just needs a couple years to resolve the case. The people she is living with currently would all testify to her being a wonderful tenant. No problems with drugs, alcohol, smoking, etc.
Question:
Can I use my salary income to lease an apartment, with the expectation I would pay every month, not her, but she and my two minor siblings would live there?
My husband also makes a similar salary, and we would both cosign if that's how it could be done. We both have >720 credit.
I live in the same state, but a different city.

I have a question, do these nanny sites not tell the people signing up you can’t 1099 a nanny, pay them cash, or salary them? Nannies are household employees that have to be on some sort of payroll. People are getting caught not paying their household employees properly, getting audited for 7 years back, being fined, and some have had to face jail time.

I was in a car accident in January and had no current insurance. It was a no fault accident due to weather conditions. The insurance company of the guy I hit has hired a subrogation firm . Upon contacting them and offering to start a payment plan they said they will only accept 20% down payment and that’s 2500$ I don’t have. With the threat of petitioning my state (Colorado) to suspend my license , what options do I have???

This is another story from the small rural California town Grocery store that I run.
We’ve had this boomer coming in for years, on the surface he’s a super sweet old man, loves making conversations with the older employees, everyone knows him and mostly everyone likes him.
He used to come in seemingly only to brag about his great football star grandson. “My grandsons a football star, he’s gonna go to state and maybe get drafted by the NFL.” Always giving us updates, letting us know how he performed at the last game. He was so proud and it was nice and positive interactions all around.
Until one day he stopped talking about his football star grandson and started exclusively complaining about (drumroll) “…the Gays” from that day on he never mentioned his football star grandson again.
Then the only place left to go was downhill from there. Since then He started aggressively hitting on the teenage girl employees and straight confronted a Mexican family in the aisle to ask if they were illegal. I watched as he stared daggers at an interracial couple in line in front of him, and when it became his turn he asked if I remember the Bible verse that says to marry within your race. We have to shuffle stations around when he comes in so no teen girls clerks are stuck helping him because he WILL make them uncomfortable.
The older employees are still nice to him but I’m pretty sure everyone else hates him. He came thru my line the other day and asked if I wanna hear a joke, I said ‘no thanks’ so he launches into his joke about a squirrel and a raccoon, (already sounds racist) so I yelled ‘no! I said I don’t want to hear it!’
I’ll be glad when he dies, and most likely, so will his football star grandson.

What's the law or policy where it states that employees must reach a rest area to start their break. Just asking because my work is trying to make us punch out for lunch and breaks at a desk when our break room is around 3-6 minutes away. Also how illegal is it for them to "combine" breaks as in we get a 50 minute break, two 10s and a 30. Thanks all. This is all Los Angeles, California. Also can a company have policies in effect where this would be okay in the eyes of the law.

My wife and I have been together for 15 years and through it all I have seen her get screwed over by women friends time and time again. She has a good heart, wants to help everyone and has nothing but good things to say about everyone. Yet her choice of friends somehow always turn out being chaotic trauma dumpsters filled with envy and jealousy.
For context, the ex-BFF in this story (we’ll call her Sarah since that’s what autocorrected when I typed “aitah”) and her have been friends since childhood. Sarah had a rough childhood and my wife’s family always took her in, took her on vacations and they were inseparable for many years. At times in HS, they had their falling outs of course and so on every 4-6 years after HS. Something would come up, Sarah would say something mean to my wife and they’d not talk for a year. Then, she’d come back in to her life. My wife rationalizes this as a friendship cycle which I would agree with except for the patterns and toxicity Sarah exhibits in her own life as well as others. She tends to gossip about others, has made some questionable decisions in her own marriage and most everything she complains or bitches about is purely conjecture and projection. She loves to stick a knife in your back and twist it as hard as she can when she’s feeling vindictive and many of her old peer group have many unkind things to say about her unbeknownst to her. Yet, my wife likes to see the best in people as well as being someone who can be influenced out of fear or intimidation (which Sarah has done many times).
Sarah’s attributes:
— Demonstrates deep seated resentment and jealousy towards my wife. Wife is kind, a complete bombshell and comes from a generous family. Sarah attempts to control her, makes lewd comments about her breast being too big and then gets breast implants herself, do as I say, not as I do mentality.
—Infidelity and the communication for the desire to leave her husband many times over.
—Sends my wife novels complaining about her relationship, co-workers and friends expecting full support and attention to her concerns; wife can’t get her to reciprocate about simple conversation, vent about her stresses taking care of our autistic children and the loneliness she feels just wanting friends.
—Throws her psychology degree and her accomplishments in my wife’s face when my wife is just trying to vent about her day, boasting of freedom and date nights (no kids)
—Boasts about going to their friends places for the weekend that is close to us (we live 3.5hrs a part) and taking trips, but never committing or trying to make an effort to see my wife for any meetups (or cancelling when we head down to my in-laws where they live).
I could go on, but I’ll continue with the situation….
(Philosophical conflict that I’m thinking about breaking out of spite)
My wife and I have been through hell and back in our lives. And out of each situation we overcome, I’ve stressed to her over time that situation dumping personal information about us to others will, over time, create a confirmation bias with her audience. I’ve seen it a million times in real life, on Reddit, everywhere. When there is a personal connection (friends) between two or more people, a singular narrative seen through the lens of one person is taken as the end all/be all truth and bad advice and information is suggested. So while you and your SO have worked out whatever issue you had and moved on, you can bet your ass the friend(s) you anger dumped on have indexed the instance in their databases, recollecting it when they need a topical punching bag in conversation amongst others and to slowly start suggesting relationship advice out of the resentment they feel by proxy from temporary issues you have since reconciled.
Unless it’s detrimental to your life, children’s lives or is a legal matter, I’m a staunch believer in people working out their marital issues amicably, peacefully and privately.
(Mother’s Day Drama) We are enjoying Mother’s Day. My boys and I are pampering mom, taking all duties off of her bc damnit she deserves it. Wish it was an entire weekend.
After cleaning, taking the kids out to get some cookies and then getting ready to make her dinner, she comes walking into the room, eyes red, crying and saying “I lost my best friend again”. She then proceeded to show me a one message text blaming my wife for something that she never clarified. It was cryptic stating: “I know what you were hoping I would never find out. Someone told me the desperate stuff you attempted even though we are such good friends, right”. It goes on to say that this why karma has come so hard for her in her life and she’ll pray for her. Sarah didn’t write anything else, blocked her on everything and just cut her out of her life like nothing. My wife is devastated and we still don’t know the full story of what she heard, just that it was something from high school 20+ years ago! And apparently she heard it earlier and waited until Mother’s Day to contact my wife.
Now y’all, you must understand, my wife and I have access to each other’s digital footprint on everything and have absolutely zero to hide from one another. I’m in IT and deal mainly with security and ethical hacking. I can say unequivocally that my wife has not stepped out or done anything, whatsoever. Furthermore, the text mentioned “Karma coming so hard for her” and the only thing she is referring to with this statement is us having children on the spectrum with in being more severe than the others, and not having “normal” children. And come to find out, this is some rumor Sarah heard from a mutual childhood friend about my wife back in HIGHSCHOOL and it wasn’t even true. Yet, she has the audacity to contact my wife on Mother’s Day and acts so righteous, tearing my wife’s world apart.
I literally want to download all of the text messages about her coworkers she talked shit about, her husband she didn’t want to be with and the drugging she does and send it to the school where she works and her husband anonymously to make her experience her own karma for the pain, anguish and loneliness she’s put my wife through on Mother’s Day and for the past 15 years. I most likely won’t, but shit, this woman has some bad juju coming her way. AITAH for feeling this way?
P.S. Please leave some comments of hope and inspiration for my wife so I can show her the world is still a good place filled with good people outside of her old childhood friends that are toxic AF.

I am based in Colorado. In 2021, our State Supreme Court passed some new laws around vacation pay rollovers at the end of the year. I work for a German company with the US headquarters in Mass.
Last year, I lost 12 days of vacation pay that didn’t rollover into the new year. Is this legal under the new Colorado employment laws?

Hi there, if you're an engineering professional in any of these areas, I was hoping you could please share some information about your job/ role, and maybe a bit about yourself.
I'm a rising senior in mechanical engineering and I was hoping to gather some insight about the different industries nearby because I would like to end up in this region after I graduate. I'm curious about what people do in these industries, and how they like their careers/ industries.
You don't have to include everything in the criteria below, though I would really appreciate it if you could include the following, and anything else you believe is necessary or interesting:

• What region do you work in?
  • i.e., North Jersey, Central Jersey, (Borough of) NYC, Southern NY State, etc.
• What industry do you work in?
  • i.e., semiconductors, automotive, civil/ construction, HVAC, etc.
• What is your role/ position/ Seniority?
  • i.e., junio entry-level engineer, senior engineer, project manager, etc.
• What are you working conditions?
  • i.e., do you go to the office full time, do you work "hybrid" (sometimes from home, sometimes go to the office), is it completely remote
  • And outside of the office, do you go "on site" to any projects your company is working on
    • i.e., let's say you work at a construction-based engineering firm that plans/ models in the office, and they require you to "go on site" to see the project in person.
• What do you actually *do* in your role?
  • i.e., CAD work, excel spreadsheets, data analysis, written/ typed reports.
    • and preferably expand on this - unless you're constricted by any NDAs - like...
• What is your compensation (salary + benefits)?
  • i.e., base \net* salary, bonuses, health/ dental/ pet/ etc. care, and/ or more*
• How long is your commute and how \*do* you commute?
  • i.e., by ca SUV/ truck/ etc., bus, train, etc.
    • Personally, I'm also a car guy, so I think it'd be cool if you'd share your cars, or, "whips" as the kids say these days
• Do you like/ enjoy your work/ career?
  • Rant about it as much as you'd like; praises, condemns, constructive criticisms/ etc.

Apologies if this doesn't belong to this sub, I saw similar Etsy API related questions within the sub before and am really hoping someone out there has dabbled enough with the API and development to be able to assist.
I'm building out an application for a family members store, I requested access to the API on my account/email as I'm the one that would need the API Key and Secret, I made sure to include the full URL of the store this is being made for within the request form as required.
I've got the client side of the application ready to go, and I'm ready to start work on the server side that would handle all calls to the Etsy API. To get a grasp on the API outside of the docs, I've setup authorization via oauth 2 and gotten an access token via Postman but whenever I hit the endpoint I need
https://openapi.etsy.com/v3/application/shops/{shop_id}/receipts
I just get back the following error:

{ "error": "Could not find a shop for user with user_id = {MY USER ID, NOT THE SHOP OWNERS}" } 

I'm confused because, unless I missed something somewhere, shouldn't I have access to the store just by simply having the shop ID in the request URL as well as within the request for API access upon initial setup?
I get not allowing anyone with API access to just put in any User ID or Shop ID and get ANY data we want but if the API access request specifically stated the store, and I'm using the shop_id for the GET request endpoint, I'd expect to be able to see what I need instead of being limited to shops owned by my account.
How do third party developers utilize this system without having to gain access to shop owners accounts if the shop has to be registered under your account? Does my family member need to add me to the store as an employee somehow?

I've spent this year subbing after last year finishing my degree, subbing, and student teaching. Which means I've had two years of keeping an eye on teacher jobs being posted, and I cannot discern any trend of there being a shortage in any field or at any grade level. Job postings, yes, but they are getting filled quickly, I don't see how that equals a shortage.
There is little chance that I am going to move to a big city I've never lived in, don't know anyone, and can't really afford to take a first year teaching job that I can just get non-renewed at when the school year ends.
I was talking to a guy working at my school (as a para) who just finished the same Masters program as I did in the same subject and I said "guess we are competing for jobs, then" jokingly. He just said it wouldn't matter because he wasn't even planning on applying for jobs within this state. Because there weren't any.
I got into teaching because I thought I'd be great teaching English at a community college, but I get ghosted by every community college I've applied to.
People have told me, over and over, that in education it is about who you know if you are going to get a good job. That or you need to apply everywhere and just uproot your life completely for a job in a city with rents you won't be able to afford. Add to that you may not have a job after a year, even if you do a great job due to school districts using non-renewals as an excuse to keep labor prices down by continually hiring first year teachers. People have told me, over and over, that I might have also overqualified myself and that is why I am not getting a job. Never had a classroom, but got a masters in teaching because it included a teacher prep program and was roughly the same amount of work/cost as any other teacher prep program. But people with masters get paid more (in most school districts this is part of union contracts), and I have zero experience with having my own classroom (because, yeah, no one hired me yet) so I am slightly more expensive but potentially as qualified as someone right out of college.
I get it. In a tight market this makes total sense. But there is a teacher shortage, everyone so everyone needs to step up. I stepped up. I don't want to have to take a job thousands of miles away from where I live. I don't want to move to take a job that has a half-life of one year. I don't want to move to take a job that is going to make it difficult for me to afford housing anywhere near that job.
There is not a teacher shortage. There is a budget crisis in public education. There is not a shortage of people willing to work, there is a shortage of people willing to pay teachers a salary they can live on and give them any sense of personal or professional stability.

The Hideout DOJRP is a serious roleplay server which has been running for 3+ years and still going strong with over 31,000 members! Being a part of this server allows you to partake in being a mechanic, police officer, EMS, or even a business owner, while having an amazing community surrounding you!
Some parts of the server that will definitely want to check out are:
Police - Being a police officer means that YOU are the one protecting the state of San Andreas, and ensuring all of its residents are safe. We have 3 departments, Los Santos Police Department, Blaine County Sheriffs Office, and San Andreas State Troopers, with each department offering it's own unique benefits and opportunities.
Player owned businesses - In our server, we have a vast amount of player owned business starting from mechanic shops and dealerships, to restaurants and even dispensaries. Being an employee at any of these businesses opens a lot of opportunity to earn a lot of money, and to explore the city. You also can apply to own any open business to get a chance at owning any of them. Applications are open to anyone that plays in our server, no matter how long you have been in it.
Events - A very special part of our server are events. They allow people to bring in the community to a spot in the city to enjoy themselves, party, or even raffle off cars. You can either do a pop up event you handle yourself, or you can contact any one of our dedicated Event Coordinators to set up an organized event with prizes, challenges etc. There are almost no limits to an event, so go wild!
This is just the beginning of your journey in our server, and there is much, much more to learn and explore, so what are you waiting for, come check what the hype is all about! Also, when you first fly in to our server, you get the chance to put in a referral code to earn yourself $100,000 to get you started in the city, make sure to use this referral code: E860F58
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Note: All personally identifiable information has been substituted with alphabet. The only known geolocation is MSP airport where the incident happened and the protagonist, Delta, which was the airline in the incident.
I always chose Delta over other airlines but now I realized how foolish that is. I was at MSP with my partner A on a business trip. We purchased Main Cabin and self-selected seats when we made the purchase. When we arrived at the gate and just as we scanned our boarding pass, somehow the seats were reassigned. It was not totally unheard of, but I still asked the gate agent B and C why these seats were not together. This was where things got interesting. B said she didn’t know and wanted us to take these seats as is, and she proceeded to ask agent C for an explanation. C was rude. He angrily said the same thing “I don’t know” in the worst possible tone. That was when I got a little bit frustrated and said “what do you mean you don’t know?” I’m not a confrontational person at all, but somehow his attitude was so disrespectful and rude that this was not about seats anymore. He then said a bunch of things on the lines of “I never see people get so upset about not sitting together”, “just get over it” (probably not exact words since it was out of a very unpleasant memory at this moment). I sensed that things might not go well, and thus I pulled out my phone and started recording the interaction. Agent C immediately started to block my camera like a knee jerk reaction and yelled things equivalent to ‘don’t film me’, ‘’you can’t film because I’m a federal employee’… As far as I know, MN is a single-party consent state and we were in public space. People take pictures/selfies of airports/boarding screens/kiosks all the time. All of a sudden, we were forbidden to record, to describe it in an unbiased term, a controversial moment. (And we were right since we talked to two supervisors D and E. Both acknowledged that we could film. The employees were only told to disengage when filmed. We absolutely have the legal right to film. Period.) Back to when we pulled out the phone, he started to power trip and claimed that we were kicked off the plane and told Agent B to close the gate. And, he proceeded to call the police, although they never came. So, I still did not know if he called the police or not but at least the way he said it was very threatening. We were frustrated and raised our voices to a degree that is audible 10ft away but was not loud enough to turn heads. We were never yelling or verbally/physically violent. Agent C never had any grounds to treat us the way he did. Calling police on your frustrated customers? Wow. We then asked for his name and his supervisor D. D was very helpful and polite. She apologized for the incident but I still felt that why it’s always people who are NOT responsible for their action apologizing? During our conversation with Supervisor D, Agent C repeatedly asked us if we wanted to board and magically found two seats that were next to each other. I thought they said they had a full flight. And, of course we refused to board. When a customer is stripped off their dignity in public and threatened over and over again, you would still expect us to take those seats like dog treats? How condescending. According to C, we were, again, kicked off the plane after kicking us off the first time. I guess we were just that hard to get rid of. Agent C then pompously walked off the scene. Then we reached a temporary solution of rebooking the next flight with supervisor D, although we decided not to take the flight due to my partner A’s deteriorating health condition. We also talked to Supervisor E, who sympathized with our situation after she talked to the other supervisoemployees first.
I have been flying with Delta and MSP for almost 2 decades and this is the first time. I understand that sometimes people are just having a bad day, but this whole incident was something else. It was not just unkind. It was malicious and scary (we have never had someone calling / threatening to call police on us this whole life). He said “there were cameras you don’t need to film”… Would you hand over the footage to me as evidence in a court of law? Probably not.
It’s not a secret that airlines do shady businesses all the time like overselling their seats and doing stuff that is incomprehensible at times. Discussing these problems is far more complicated due to its economical and even political nature. But, when have we become so tolerant and docile over malpractices? When has bullying customers become the norm? Why are they so unreasonable when pointed out? I want my dignity back. Perhaps it is only compatible with first class. I guess I should have pressed that pink upgrade button.
Sorry for such negativity online where cat pictures coexist. But I learned today that I love Partner A even more.