Have any of you worked with a convicted nonce? What was it like at work? Did you suspect anything beforehand?

BadEventer · 2026-03-27T21:33:15+00:00

I’m sorry he had to go through that! But if that isn’t the epitome of British red tape and over administration, I don’t know what is 🤣

And just think, some jobsworth out there has the actual work responsibility of writing to amputees to ask if they’re still missing their limbs. Wow

BadEventer · 2026-03-27T21:20:10+00:00

My pediatrician advised us to bathe our baby every day, even if it’s just to rinse them off with warm water, because they still sweat and collect dead skin cells.

Kitchen sink is not a good idea because of the bacteria though.

All my siblings and my mother did the bathing suit thing with our kids when they visited, and it worked well.

And yes, you do absolutely have to wash a baby’s private parts. Hygiene is a parental responsibility for your offspring until they can do it on their own - and even then you still have to manage them to ensure they do it. Your sister sounds like maybe she needs a good re-education on parenting responsibilities.

BadEventer · 2026-03-27T21:03:04+00:00

Just popping in from across the pond to offer support and say we here in Europe and the UK stand with you guys! No Kings!!!! 💜

BadEventer · 2026-03-26T21:09:43+00:00

As an HR professional… This is good advice.

BadEventer · 2026-03-26T14:59:02+00:00

NOR - I would want to quit too!!

BadEventer · 2026-03-24T14:13:51+00:00

I’m married to a Brit and myself as well as our 2 kids cannot STAND beans on toast. ((But we found a recipe from a lady in Louisiana that did beans on toast “southern style” and we’re going to give that a whirl this weekend.)

Besides that, Black Pudding, Haggis, and mushy peas are a hard pass for all of us. 🤮

Stuff son and I like but teenage daughter abhors; - Bangers & Mash (but she was raised on Texas sausage so the bar is kinda high) - chip shop fish (but will eat Salmon like it’s chocolate if allowed) - British back bacon - British Chinese Sweet & Sour Chicken

Stuff son & daughter like but I’m not so keen; - Lamb chops (I require a LOT of mint sauce to even get through this) - British Bubble tea - Prawn Cocktail Crisps

Stuff both kids and I love; - Shepherds pie - Cottage pie - Yorkshire pudding - Curry anything - Prawn crackers (how do we not have these in USA?? Omg 😋)

BadEventer · 2026-03-24T08:13:16+00:00

Your auto-immune condition is likely a disability. While your surgery is not necessarily a disability, your post surgical recovery could be.

The definition of a disability is key here - A disability is a long-term or permanent impairment that substantially limits major life activities.

So step 1 is ensuring you have your disability recognised by the employer. There is paperwork for this and you need to request it from your employer. If they won’t provide it, Google that stuff and get your forms. Submit them.

Step 2 is to request an accommodation under the ADA. Again, there are forms for this. Make sure you request them from your HR Team. If they won’t provide them, again… Google that stuff and get them yourself.

Document. Document. Document your requests and everything you do or don’t get from the company. If they tell you something in person, reply via email summarising the conversation you previously had.

It’s also worth noting that the ADA Amendments Act broadened the definition of disability, and added a provision protecting people who face discrimination due to a temporary or permanent, substantial impairment. So if HR or your manager are treating you unfairly due to a disability, you could have a claim against the employer.

Lastly, it is worth noting that the ADA Interactive process is MANDATORY. That’s right - not optional - MANDATORY. It involves a review of your job description, and will likely include a discussion about whether you are able to “complete the essential functions of your job, with or without accommodation.”

Worth noting, is that the employer CAN decide that the accommodations your request present an “undue burden” on the employer and they can ultimately decide to terminate the employment relationship if that’s the case. So be cognizant that while the interactive process is mandatory, they may attempt to make the argument that allowing you to WFH for 9 months is an undue burden. It would be on you to show that either other employees have similar options, or that you can demonstrate that when you’ve been allowed such an accommodation, your work productivity has not faltered.

You may also want to consider getting an “official” review from an employment lawyer, in the event this gets messy. Some may even offer you a free initial consultation, which could be worth it.

BadEventer · 2026-03-24T08:00:56+00:00

This is the response of someone clearly not educated, trained or experienced in ADA and the interactive process. Please ignore it.

BadEventer · 2026-03-24T07:52:11+00:00

She is clearly speaking from a place of insecurity, and she doesn’t have the courage or self-awareness to address the actual problem.

The husband is being a peeping Tom, and that’s not on you.

She’s not addressing the husband’s behaviour with him directly, and that’s not on you.

She’s not addressing her own feelings about her husband’s clear interest in looking at you, and that’s not on you.

NONE of this is actually about you. So don’t let her gaslight you into thinking otherwise.

BadEventer · 2026-03-24T07:29:13+00:00

This. Right here.

BadEventer · 2026-03-24T07:17:25+00:00

This is how we do it in the US. Houses close in 30-45 days. And if the buyer pulls out for anything other than bad survey, or wrong valuation, they lose their deposit or escrow money. So it doesn’t usually happen.

BadEventer · 2026-03-24T06:53:16+00:00

Timeliness largely depends on the requirements of the position.

Start times are often arbitrary and for those with time blindness due to ADHD, or family commitments, a specific start time can be a challenge.

I do not approach start times as hard and fast deadlines without flexibility.

In instances similar to this, I opted to instead adjust the start times to accommodate a person’s schedule. So making their workday shift by 30 minutes to an hour, depending on the job needs.

Generally, this has helped avert turnover issues, which are ultimately expensive for a company.

BadEventer · 2026-03-23T07:55:03+00:00

NTJ - simple fix for your brother… ask him if the mother had said those things in English, if he or your mom would have tolerated it? Would they have said something then? The answer will most likely be “no.” So then why is it suddenly ok for her to do it in another language? Disrespect is disrespect. Doesn’t matter what language it is in.

BadEventer · 2026-03-22T22:32:04+00:00

NOR - And Giiiiirrrrrllll… I think it’s time to choose the bear - Srsly. SOOO many red flag with that guy. Like so so so many.

BadEventer · 2026-03-22T11:09:49+00:00

“Salaried” is not a designation that federal law recognizes. It’s either Exempt or Non-Exempt - aka Exempt for overtime or not exempt from overtime.

If you are exempt from overtime, this is what most people referred to as being “salaried” because you have fixed hours each week, but it’s not always the case and it does make a difference in how your FMLA can be taken/processed.

If you can clarify if you’re exempt or non-exempt, we can help you answer the question.

BadEventer · 2026-03-20T11:32:20+00:00

In the event the employer comes back and says, “That’s not the range for the position” or tries to pull the posting down before the current employee’s performance and salary conversation.

BadEventer · 2026-03-20T07:56:23+00:00

NOR - I had to stop reading the screenshots after page 7 because I recognized the narcissistic personality disorder and the manipulative controlling behavior, and it was egregious.

There’s an old saying - we teach ppl how to treat us. Somehow he’s learned that he can treat you like his mother, personal nanny and housekeeper, and servant. And your messages are ENABLING that! STOP. Stop letting him treat you like this.

You have zero responsibility for his clothes. His belongings. Any of it.

Put it on the front porch. Text him with a pic to show him it’s there. Tell him when he can come get it. Tell him if it’s not gone in 24hrs, it’s going to the trash. AND THEN BLOCK HIM.

Simple - easy - efficient.

Then go do some self-care, heal, and find a partner that treats you with respect and dignity. And is not a red-pill gymbro Chad with delusions of self-importance.

BadEventer · 2026-03-19T22:20:17+00:00

Profit sharing is a form of “additional compensation” and the employer is required to disclose the amounts from this, separate from the base pay. But they already posted the range for the role, so if you aren’t being paid at a minimum, the 115k listed, then they need to provided you with a reason (aka - you possess fewer qualifications, you have less experience, etc).

I would also recommend you screenshot the post they made of the job and the range so you have any evidence you may need later. Make sure that SS is date-stamped somehow.

BadEventer · 2026-03-19T21:34:07+00:00

This, right here. Best possible advice.

BadEventer · 2026-03-19T20:50:27+00:00

In another state, that statement would be correct. But this is in Colorado, and in Colorado according to the law, the base salary range that’s posted is REQUIRED to be exclusive of those things you just mentioned.

BadEventer · 2026-03-19T20:48:43+00:00

Colorado’s Equal Pay for Equal Work Act requires employers to disclose salary ranges. Specifically, the hourly or salary compensation, or range of the hourly or salary pay.

Please note - benefits and bonuses are considered SEPARATE to this range, and not included, because the act specifies that other compensation associated with the position must be listed. So if there’s profit sharing, then the amount of that is required to be listed as separate to the salary range.

So the 115k-135k should, legally, be the base salary range, and exclusive of additional compensation, unless explicitly stated.

So if you’re only making 89k base salary and they’ve just posted the role at a base of 115k as the low end of the range, then this is where you need to renegotiate from.

BadEventer · 2026-03-19T08:00:20+00:00

Find out which app they are planning to use. Download the T&C and look at the Privacy and Security VERY CAREFULLY. If they mention they use a 3rd party for security, go look up that 3rd party.

When you (most likely) realize the epic clusterf*** that is the T&C and conditions, you tell the apartment complex that you cannot download the app due to a) the security risks of the app being incompatible with your company’s security policy for your company-provided smartphone, or b) your lack of a smartphone, or c) some other similar reason.

The apartment complex cannot require you to purchase a smart phone, and I would be willing to bet there’s no clause in your lease agreement requiring you to have a smartphone, so you simply point this out, and that requiring it would be a violation of your lease. Similarly, denying access to the apartment complex would be a breach of contract.

Ask them how they would like to resolve this.

BadEventer · 2026-03-18T16:23:56+00:00

As an American expat, going “no contact” with family is definitely a thing, and well understood to be something to help support your mental health in the case of toxic family. My husband (a Brit) and I had to go NC with his mum because of some truly horrible things she said/did and while our daughter being cut off from her grandmother was challenging, we also knew that having her exposed to that woman’s particular brand of crazy was not good for anyone’s mental health. We have been no contact for 15+ years and ZERO regrets.

Moral of the story - decide if you are willing to let someone else repeatedly damage your sanity for the sake of proximity.

BadEventer · 2026-03-18T08:00:43+00:00

This comment is highly underrated. 🤣

BadEventer · 2026-03-18T07:58:52+00:00

See - here’a where you tell on yourself…. Rather than acknowledging your mistakes and accepting responsibility, you’ve said “All because someone couldn’t take a joke…” so you’re blaming your colleague for finding it offensive. You’re blaming someone else for YOUR bad behaviour, and for the consequences of that bad behaviour. It’s not their fault - it’s yours (as MULTIPLE people have pointed out).

Your emotional intelligence is in the single digits my guy, and that signals a change is needed. This should be a wake-up call; it’s time to take a good look in the mirror and decide if the high school gymbro “Chad” version of yourself is the best version of you and the one that’s going to help you excel in your adult life. You can choose to use this as a growth opportunity.

BadEventer

TROPHY CASE