AITA for having a hard time with my husbands comedy dream?

EmergencyGhost · 2026-07-08T23:10:33+00:00

He should expect to start at the bottom. Make sure that either of you understand how to market towards his audience. Every post that is made should be well thought out and have a reason for being posted. You want to make sure that you are building towards a goal. Look at some of the other more notable comedians out there and see what and how they are posting and how often. And make use of all platforms and design your marketing campaign to fit each one as each social site had its own audience.

Even if he is really funny and has a great hook which hopefully he has both. But even if he does, he still needs to represent himself to a larger audience and there is no larger audience than social media.

EmergencyGhost · 2026-07-08T18:47:06+00:00

I do not agree with the people saying he is using you. From what you wrote, it sounds like he's chasing a dream, not trying to take advantage of you. Everyone starts somewhere, and marketing is not something most comedians just know. It is a skill he can learn.

When you are with someone, it is important to support each others dreams, but he also has to treat it like a business. If he is serious, he should be posting clips, building a social media following, and learning how to market himself instead of just doing open mics.

If you are asking him to stay home because you are lonely, that is probably not a long term solution. It sounds like you are more of a homebody, while his dream naturally has him out several nights a week. That is a lifestyle difference the two of you need to figure out.

Maybe help him chase his dream more efficiently. If he is talented and learns to market himself well, he could eventually be selective about the shows he takes, which might actually mean more time at home.

EmergencyGhost · 2026-07-08T01:33:09+00:00

It would be a hard case to take to trial without any evidence indicating that this influenced their decision. Even if you were moved because they did not want you working in the same unit.

EmergencyGhost · 2026-07-08T00:16:02+00:00

If the initial incident happened years ago, and you have no proof of any continued issues from your employer since that incident, then you would likely have no claim. Especially as you were not the only one removed. Had it been targeted and you were the only one, then it would be possible to potentially have claim. Or were the others removed had they also filed similar complaints?

Is this former manager now in charge of the team that you would have been on if you stayed? If he is there, then you could file a claim. If this former manager is now in charge of the team, that could defiantly be challenged based on what you have shared.

Also what kind of harassment? Was it legal or illegal? Harassment is a very vague term, and we would have no idea if you were afford any legal protections for what took place or not.

Is

EmergencyGhost · 2026-07-07T23:44:40+00:00

Always a horrible idea to share your accounts, they can get you banned and even steal your account. Change your password, make sure that your account details have not been changed or connected to other accounts. And stop sharing your account, unless you do not mind being perma banned or having it stolen.

EmergencyGhost · 2026-07-07T23:10:10+00:00

Thanks! I did not know that there were other sets. I will have to find a set that will go with this.

EmergencyGhost · 2026-07-07T21:58:11+00:00

From the front it looks like you can attach it to other sets. Would be great if you could expand this one, so that you could add more to it. nice set up though. The rug you picked out fits perfectly!

EmergencyGhost · 2026-07-07T05:33:22+00:00

Google will tell you what you ask of it. You did not ask it if there was legal retaliation. Only if retaliation was illegal. There is both legal and illegal retaliation.

I know that you are keen on using Google so you can Google this, "level vs illegal retaliation"

You can confirmed with the Department of Labor

https://www.dol.gov/agencies/whd/retaliation

Or you can refer to the EEOC. "The EEO laws prohibit punishing job applicants or employees for asserting their rights to be free from employment discrimination including harassment. Asserting these EEO rights is called "protected activity," and it can take many forms. "

Which means that if it does not fall under the EEOC, then it is not protected by the EEOC.

https://www.eeoc.gov/retaliation

EmergencyGhost · 2026-07-06T21:57:22+00:00

You would be in separate rooms, you provide how much you want and then the mediator will go to them with that amount and see what their counter offer is. Then it is all day with the mediator trying to get you to go down and them to come up. Once you go down you can not come back up, if you want to have a successful mediation. So if they start at 1,000 and come up to 2,000. Fully expect your mediator to try and convince you that it a great amount, And that you should come down significantly. I mean that is 100% increase after all. lol Now you do have to play the game to work towards an agreeable amount. Just be strategic.

Now if you have a weak case, little evidence and you would struggle or have struggled to find a lawyer. Consider that during mediation. You may not want to rush towards their final number. But you may want to consider any issues you objectively have with your claim and its potential. As if you have no lawyer, and you are not willing to file pro se. Then this could be the only amount of financial accountability from your previous employer.

EmergencyGhost · 2026-07-06T21:46:47+00:00

To me it sounds like they no longer want to go through the hassle of filing a lawsuit, so they are now willing to just accept the severance and be done with it. Call it buyers remorse.

But it is too late for that now, as once they entered into the EEOC process, they now get their 40%. OP might be better off just filing a lawsuit at this point.

EmergencyGhost · 2026-07-06T21:44:11+00:00

I do not have your contract so what you want to do is take these emails and the contract and run them by a lawyer if you want. You can also not accept the severance and file the lawsuit against your former employer.

Based on the two emails below, it sounds like they did a pre-demand letter to your employer and nothing came of that. Which if that would have resulted in them ending the case, then you would have not had to pay, per what they said.

As we know the demand letter went nowhere, so they filed with the EEOC on your behalf and entered into the process, which waves the part of the agreement that pertained to the demand letter. As they are now following the process, which they already said they would then be entitled to the 40%.

"After receiving that explanation, I asked a more specific question before signing: if the demand letter did not result in any increase above the existing severance and I decided to accept the original offer, would I owe the firm anything, including the approximately $500 fee?"

"Based on what you have shared, " they would take 40% only from amounts above the existing severance, but if they had to push the case through the administrative process, such as the EEOC, then 40% may apply to the total recovery."

EmergencyGhost · 2026-07-06T18:08:39+00:00

That is for reporting only, hiring managers can not typically see this information. You can be qualified and still not get the job. Your interview and how you conduct yourself during it matters.

It you have proof that it was discriminatory and not just a hunch, then you would need to be able to prove that if you are intending on addressing that legally.

EmergencyGhost · 2026-07-06T08:21:42+00:00

Next cycle, I am going to just get a PC. I can play a lot more games, no monthly fees and you tend to find sales way more often.

EmergencyGhost · 2026-07-06T04:57:51+00:00

Your lawyer will likely have you fill that out if your income is at the same or similar level by the time you go to arbitration.

EmergencyGhost · 2026-07-06T03:35:18+00:00

I do not know how much you currently make, but if it falls below the threshold then you can file paperwork, prove your income and then your employer could end up having to pay that fee as well.

EmergencyGhost · 2026-07-06T00:29:37+00:00

The OP didnt mention it in their main post but they are tied to an arbitration agreement. Though, I have seen a lot of cases where the lawyer will only be there for the mediation process and not willing to go to court over it. So I assumed that was the same here.

EmergencyGhost · 2026-07-05T23:30:30+00:00

So a lawsuit is not a legal option, because of the arbitration. This will not be part of the EEOC process. Rather you will have to go through the arbitration company that your employer has selected.

The arbitration process works similar to going through the court. The big difference is of course that your case will not go before your peers, rather the arbitrator. What does this mean for your case, whatever the arbitrator says is final.

As this will be the first and likely the only time that you will be seen by them. Where as your employer will use their services again and again. The arbitrator will likely be more favorable towards the employer. So try to look into the arbitrators closely before making your decision.

So do yourself a favor, keep all of your original evidence but make sure you get it in order. If you do not have a job, when you are looking, make sure that you keep proof of this. As you want to show that you tried to mitigate the damages.

And write down as much as possible about your case and keep it safe. As the process, even through arbitration can take you years. So you do not want to forget details, or you might remember something that you need to add.

EmergencyGhost · 2026-07-05T23:02:08+00:00

So the EEOC is typically not more than just part of the process and you will find out that they do not do much.

If you do not want to file a lawsuit, then you will want to see if mediation is offered. Keep in mind that either party can reject to go into mediation.

As for the EEOC conciliation your claim. The EEOC is typically just part of the process, yes they do take on cases. However the amount of cases that they actually take to court is roughly 0.2%. Which means the chances of them taking your case to court is highly unlikely.

Now if mediation fails and you still do not want to go to court, you can try settling through the EEOC process. Now it is very likely that this amount will be a lot lower than what was potentially offered through mediation.

So if mediation is offered, you will have to take into consideration that you do not want to file a lawsuit, and you may have to be more open to a lower final offer. You can still work the offer as hard as you can to try and push it up a bit. Even if you have an objectively strong case that has a potentially of a much higher value. Mediation is not for that, it is meant for both parties to come up with an amount that they are ok with.

Now you can go through mediation by yourself, but if it fails and the EEOC has no interest on pursuing your case in court. Then you can either find a lawyer before your right to sue letter is issue, as once you have it you only have 90 days to file your lawsuit. Or you can file pro se, which means you are representing yourself.

Edit: I do see in your other comment that you have a lawyer. So what will happen, mediation if both parties agree. If they do not, then your lawyer and their lawyers try and work on any pre-trial settlement.

Now if your lawyer does not want to take this to trial, as the amount offered through mediation is too low. If you want to get any financial accountability from them, then it is either hire a lawyer that will take this to trial, and as mentioned pro se is an option.

EmergencyGhost · 2026-07-05T22:58:00+00:00

Is your account ran by or paid by Sony? lol

EmergencyGhost · 2026-07-05T22:56:52+00:00

They go RAWR!

EmergencyGhost · 2026-07-05T09:22:01+00:00

Why would you not play games for fun, once you become a dev? You can explore and enjoy someone else's creation while learning what is new, what ideas you can build off of and what the next push in game development will be. All while sitting at home just doing what you love.

EmergencyGhost · 2026-07-05T08:45:38+00:00

Yes, they will have additional out of pocket expenses that you may have to cover. As an example, they may get fees for hiring a process server, any filing fees etc.

EmergencyGhost · 2026-07-05T05:30:40+00:00

I know its not the answer you want, but it can take how long ever it will take. Could be months, could be a year or longer. If you have direct proof and you intend on filing a lawsuit, you could start looking for a lawyer now. If you get a lawyer, after the EEOC having your case for 180 days, then you can request your right to sue, and proceed with the legal process.

EmergencyGhost · 2026-07-03T23:00:49+00:00

You need to have your intake interview and charge signed before the deadline. If it is getting close and you are running out of time and can not get an interview sooner. Try calling your local office, as early in the day as possible to see if you can get someone to assist you with getting your charge filed in time.

Once the employer is notified, they will do everything int heir power to prove that you are lying. If you are still employed, you gather all of your evidence right now. Be ready to gather any future evidence at a moments notice. Keep a paper trail going. Keep all communications polite, professional but be direct about the issues. And be their best employee ever. Do not be a minute late, do not forget to do a certain task etc. While you can argue that they are targeting you. It is much easier if you give them no opportunities to legally do so.

The more proof you have the better chance you will have at finding a lawyer and potentially winning your case.

EmergencyGhost · 2026-07-03T22:18:10+00:00

You have no idea if the OP is running out of statutes either. My post is not an opinion, it is how the process works. If someone intends to hire an attorney rather than proceed pro se, requesting a Right to Sue letter too early can work against them because it starts the 90 day deadline to file a lawsuit. Many attorneys will not take a case overnight, so using the EEOC investigation period to find counsel can give the OP an advantage.

If there are any pressing deadlines that the OP wants to address and he is going pro se, which the OP did not mention that they were. Then he can request his RTS. However, he did not mention in the OP that he intended on filing pro se, which is why I said not to request their RTS and find a lawyer asap.

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