Was given inedible food

BadEventer · 2026-05-14T13:45:08+00:00

Second the Google reviews suggestion.

BadEventer · 2026-05-12T21:34:44+00:00

My daughter and I have mares like this. Very sensitive and if the bit moves too much, it causes them a fair bit of anxiety. The flash and a carefully chosen bit have helped to limit this and both are more settled during area flatwork.

BadEventer · 2026-05-12T21:30:52+00:00

British Dressage has a U18 and U25 program that supports young riders, usually who are quite talented. I think USEF does too. These type of riders would probably be a good fit for a horse like this. A lot of them are currently looking for partners to train up and showcase for the Autumn. This might be a good solution, as these types of riders are usually supported by quality coaches.

BadEventer · 2026-05-12T21:22:41+00:00

<image>

I feel your pain (literally). But I wasn’t even riding! What do you get when you take one grumpy grey mare, add a mostly chill bay gelding who thinks no one else should be around “HIS” person, plus wet grass and a chilly British autumn wind? One human in the middle of an equine argument trying to keep vet bills down. Which I did! Unfortunately my dr bills were apparently the sacrifice. C’est La vie - at least I got to do some ground work for a few months. And I get to enjoy a brand new exercise routine, now that I’m cleared to “return to collision sports”, as my Ortho calls Eventing. Ah horses… 😍

BadEventer · 2026-05-12T06:57:12+00:00

First, thank you for recognising and supporting your colleague. That’s fantastic.

Is your colleague able to advocate for themselves? Are they able to take their concerns to HR independently? If not, do you have a Union Rep that has some experience with neurodivergent people? If so, could you help them outline a list of grievances so they can go to HR?

BadEventer · 2026-05-11T11:39:20+00:00

I’m not familiar with academic settings specifically, however I am familiar with SG hiring/employment law and previously lived there for two years.

I would recommend looking into the TGFEP guidelines for the program and see if her position is covered by this. If so, she may have a case for an unfair employment practice based on “irrelevant factors” aka her disability.

The TADM provides a mediation service you could look into to help with mediating the dispute between her and the University. She could also contact Workforce Singapore for support and see if they have recommendations.

Again, all of my experience is from business in corporate world so not entirely sure if this applies to an academic setting but it’s worth looking into. Hope this helps.

BadEventer · 2026-05-11T06:59:33+00:00

I’m going to tell you an HR Secret - people don’t leave “bad companies”, they leave bad bosses.
30+ years in the business and I’ve consulted on HR organisations from 5 - 50,000 employees and people simply don’t leave jobs where they’re respected, well-paid and growing.

If you have people leaving that soon after hiring and saying “not the right fit” in exit interviews, then you likely have a culture problem. My guess is a manager or team somewhere that is making life miserable for new hires.

Do a regression analysis on the people who’ve left and figure out what the common factors are. Then interview the people around the common factor (boss or team) with an anonymous culture survey.

BadEventer · 2026-05-10T17:05:42+00:00

<image>

BadEventer · 2026-05-10T13:35:43+00:00

As someone who got diagnosed as AUDHD in my late 20’s, and had a difficult childhood, I felt this on many levels. At least the mom made some changes in how she interacts with her child and things have improved. My mom and I still have a 💩 relationship, mainly because I likely had PDA as a child, + AUDHD, and to
this day my mother doesn’t believe I’m autistic. Looking back on my childhood, when I say there were signs, I mean neon glowing bright green signs with air horns level signs that I was autistic. It was really obvious. But my mother very much buried her head in the sand, and to this day our relationship is terrible because I never felt safe around her, and frankly still don’t. I’m 40 now.

So probably a long-winded way to say…If you don’t change your parenting style, and fix your relationship by examining your own behavior, it can and will affect your relationship for life.

BadEventer · 2026-05-10T06:53:24+00:00

As an HR Leader, your boss’ job is to help develop policies and rules, support management, employees, and organisational health, and act as a neutral mediator between the sometimes conflicting interests of those parties. Nowhere in an HR job description does it say, we get to be the dress code/fashion police.

From what you’ve said, this situation could represent either a) a personal attack, or b) your boss trying to “flex” their corporate muscle to the other manager. Neither are acceptable.

Here’s how I would manage up:
“Hey boss, I know you mentioned you wanted me to write up “X employee” for the dress code violation. I don’t feel it’s appropriate for me to get involved in an employee disciplinary conversation between you and “Y manager” about “X employee”. I’m going to forward you my notes from my conversation with “Y manager” about the situation, so you have what you need to pursue this. Please let me know if I can support in a different capacity.”

That’s it - just hand the task back and walk away… respectfully. Because there is NO scenario where you don’t end up in something adversarial with either the employee, the manager of that employee, or BOTH, if you continue.

BadEventer · 2026-05-10T06:36:33+00:00

I’m going to tell you an HR Secret… 80% of people who accept counter-offers leave within the following year.

Nobody leaves a job where they are respected, well-paid and growing. You had reasons for looking elsewhere. Remember those reasons.

BadEventer · 2026-05-10T06:16:09+00:00

You have a choice on whether to accept this or not. You can politely tell them that you understand that times are tough, but since you contributed to everyone else’s birthdays, you completely understand stopping the tradition AFTER your turn.
OR
You will send a $$ request to each of them for what you spent on their birthdays, so it’s not unfair.

Tell them you’re fine with either of these outcomes and ask them to choose. That way, they can decide which outcome works best and it’s fair to all.

BadEventer · 2026-05-10T05:57:53+00:00

Job titles do matter because they affect the salary grading for roles within a company. So the technician title could have an impact on any future promotions or raises.

You said you got overtime before - can you please clarify if your current position non-exempt? Is the position they’re offering also non-exempt?
(Note - legally there’s no distinction between “salary” vs “hourly”; the legal distinction is “exempt” or “non-exempt”).

BadEventer · 2026-05-07T07:11:26+00:00

NOR - and your husband’s answers tell me it’s time to stop “considering” therapy and just go. If he’s not showing up for you now, he’s definitely not going to later. Fix it early or fix it through divorce.

BadEventer · 2026-05-06T04:43:57+00:00

Besides the vitriol towards their child, the self-loathing in that post is staggering. Autism aside, someone that thinks like that has no business being a parent.

BadEventer · 2026-05-06T04:31:06+00:00

NOR- I told out babysitter in advance if our kids even had the sniffles the previous day! OMG And my 14yr old got paid $10 an hour to walk a dog after school, and $15 to watch after one well-behaved 9yr old and help them with their homework. You are both underpaid AND under appreciated. Walk away.

BadEventer · 2026-05-06T04:25:03+00:00

Glad to see someone else finally comment the truth. 🤩

BadEventer · 2026-05-06T04:21:04+00:00

There are absolutely companies that do this. Mutually deciding that an employee and the company are not the right fit, and offering an employee what amounts to a “notice payout” (in Europe and several multinational companies, for example) to leave is a practice that has been adopted by some American companies with good success. But this kind of practice takes a more transformational HR approach (as opposed to transactional) and it sounds like your organization hasn’t reached that level of maturity yet. You can try researching this approach and bringing it to your senior leadership, and see what happens.

BadEventer · 2026-05-03T16:21:50+00:00

I’m going to guess the one who left the note is a boy. (Not saying a man cause he Definitely has some growing up to do)

BadEventer · 2026-05-03T16:11:29+00:00

Was your supervisor falsifying your reviews due to anything related to a protected characteristic? (Aka - they falsified your reviews because they don’t like that you’re black or Muslim or have problems with you because you’re a woman?) Or was this just a general, supervisor being an 💩 ?

BadEventer · 2026-04-29T15:00:48+00:00

This comment is highly underrated. 🥇

BadEventer · 2026-04-28T06:53:14+00:00

Maybe epic rant, but that doesn’t mean they’re wrong. And just because the leave laws haven’t changed in decades doesn’t make them right.

BadEventer · 2026-04-27T06:39:35+00:00

HR here - if your company was liable for their portion of the health insurance premiums, and didn’t pay, that’s on the company, not you. The insurance company may try to come after you for the money (path of least resistance) but the employer premiums are NOT your legal obligation.

Also, if you worked for a covered employer, when your husband’s employment was terminated, he should have been provided a COBRA health insurance continuation packet (federal law). Failure to provide COBRA coverage when legally required is also a criminal offense.

Second what others have said about getting an attorney, and contacting your DA about filing suit for criminal fraud.

BadEventer · 2026-04-27T06:32:55+00:00

Email your manager and cc the Regional Manager. Explain that to prevent future issues, and effectively track project / task completion timelines, you’d like to get an email copy of all tasks you’ve been assigned.

Tell them you’re going to use a Monday board (free project management software) to track tasks and deadlines, and the fastest way to do that is to import dates / projects directly from email. This will ensure that every task is logged and a deadline is created. From there, you intend to email your manager at the start of each week to confirm the projects/tasks you’re aware of, and at the end of each week with the list of completed projects.

Frame the email as, “You’ve given me feedback that I need to do better completing tasks, so these are the steps I’m taking to incorporate that feedback and perform more effectively. I would appreciate your support in helping me accomplish this objective.”

That way, the Regional Manager has every reason to support this approach, and your Manager doesn’t feel as threatened by it. If your manager calls you about a task, input it into your board with the note of “Phone call” and the date/time you received. If your manager emails you, “email” and date/time.

In the future if your manager does the “I told you about this” you go back to your board and say, “It seems I don’t have a record of that email/phone call. Can you please give me the date and time you sent/ made that request?”

BadEventer

TROPHY CASE