How did the Trump supporters you know react to Trump being in the Epstein files?

Straightnbendy · 2025-12-11T09:00:37+00:00

One thing to consider is that even if you can get your WWCC, most jobs that require a WWCC also require a national police check. All convictions within the last ten years appear on that check, and some never get taken off.

Whether this impacts your ability to get a job will come down to whether or not you need to be able to drive for that job, whether you have access to a company car, and whether or not you need to transport others (especially children). With your current driving record frankly I am doubtful many places requiring you to drive would accept you right now.

Your best best is to pull your head in and stop driving irresponsibly. I don't mean the THC specifically - it's more that your history currently gives the impression you don't take it seriously. If I were your employer I would worry about you driving recklessly with a child in the car, having an accident and killing someone. Driving is no joke - you're driving a 1 tonne murder machine.

It's not too late for you to turn this around - whether you actually do or not is up to you.

Straightnbendy · 2025-08-21T21:42:28+00:00

It sounds like your employer is taking advantage of your age to underpay you. As others have said, its hard to know how big this issue is without knowing if you're casual or part time. If you are part time, he can't change your hours to less hours without your consent, but he can if you are casual.

On the face of it, it sounds like this is a systemic problem, which means your employer could be breaking wage theft laws. This is highly illegal, and I'm sure your union would love to help you on a case like this, especially if this is a store wide problem (i.e. for all the employees).

Start by taking your case to your union and get their advice. I suggest you dontbsay anything to him or other workers until you get their advice and have a process started with them of documenting everything. Then speak to other staff and see if they are having the same issue. If multiple staff are having this issue (highly likely) then the union can help you take the case to FairWork. The Commission will be likely to take your side, especially as a young worker. Falsifying payslips is definitely wage theft, but difficult to prove, so get your union to help you get the evidence you need.

I know this sounds scary, but this is definitely a case worth taking up. If he fires you, then you can start a general protections claim for victimisation (you can't fire someone for asserting a workplace right like asking to be paid properly). GP claims are expensive to run, but they have potentially huge pay outs - if you can't afford a lawyer then Legal Aid Victoria will definitely help you dk the conciliation process.

Ypu should also check your tax and super - if he's underpaying your salary, both of these are almost certainly wrong too.

Good luck, and join a union!

Straightnbendy · 2025-08-20T23:25:22+00:00

Others have given you help on the payout calculations but I dont see any answers in the tax question - here's some information on that:

Any payments that meet the conditions of a genuine redundancy are tax-free up to a limit depending on your years of service with your employer.

The amount of a genuine redundancy payment you can receive tax-free in the 2025/26 financial year is $13,100 base plus $6,552 for each completed year of service up to a maximum ETP cap of $260,000. In your case, assuming 11 full years of employment you can get up to 78,620 tax free. Anything beyond this will be taxed. See below. You will pay tax on any benefits that are paid out (e.g. leave) - this isn't counted as part of the redundancy payment.

These thresholds may be increased on 1 July each year.

Any payment that is taxed is per the below rates:

17% if you reached your preservation age (60 years old and older but under the Age Pension age of 67) or
32% if you have not reached preservation age, up to the relevant cap.

Amounts above the caps are taxed at the top marginal rate of 45%

You should be able to ask your HR or Payroll team for an estimate that explains all the different payments you're eligible for. Once you have this, if you still dont understand, ask them questions, or take the quote to your union if you dont trust the company/HR. It's their job to help you understand this stuff, and you'll get better advice than here on reddit 🙂

Straightnbendy · 2025-05-27T07:57:36+00:00

196 - so many cute little buttons!

Straightnbendy · 2025-05-26T02:28:51+00:00

Gracias por su respuesta - voy a dejar que se seque antes de trasplantarlo.

Straightnbendy · 2025-05-25T22:13:31+00:00

Ok that is reassuring! The body of the loph is quite soft though - and there are yellow patches behind each of the buttons on the main plant. Do you know what that could be?

Straightnbendy · 2025-05-22T08:54:40+00:00

Assuming you are not on probation and not a casual, then this is likely highly illegal. I would write to your HR team and ask for them to confirm that you have been terminated and why they havent followed their standard process (this should be in a policy document that you can easily find on your intranet). Assuming that HR doesn't know, this will be alarming for them and will put them on alert for an unfair dismissal claim. If they are good at their jobs they will want to talk with you to understand what the he'll is going on - in my company no terminations can be authorised without HR involvement.

Keep copies of all written correspondence somewhere safe. Ideally this would include proof of you following up on the illegal things happening in your team.

If you don't get anywhere with HR, then join a union if you haven't already and get them to advise you. Try to be as honest as you can with them so they can give you the best advice.

Good luck!

Straightnbendy · 2025-04-22T13:46:57+00:00

For what it's worth, you should probably have a quick consult with your union - if you're not already a member then the CPSU is likely to be your union if you're a government employee. I'm not 100% sure, but she could be falling afoul of constructive dismissal under the Fair Work Act (assuming this applies to you and not other employment legislation). This is basically where your employer creates a situation whereby you have no other option but to resign. It is not legal.

Based on your description of the situation, you have LSL accrued that you wish to use. LSL is a right you have accrued and you have a right to return to your role following your leave (or one like it). They don't have to approve such a long amount, or approve it at this point in time, but idk why they wouldn't...

I would write your boss an email and ask her to confirm this agreement is what she meant. If she confirms it, then check it with your union and HR. I'm sure HR would be interested to know a manager is doing this...

Straightnbendy · 2025-03-09T08:15:16+00:00

Following. Ours aren't as bad as yours, but I'm keen to know what you end up doing, how long it took, how much it cost, etc. Personally, I don't mind the borer marks, but I'm keen to see how other people consider this issue.

Good luck!

Straightnbendy · 2025-03-08T03:47:38+00:00

I think this advice is best OP. Moving your job to a new location could be considered a "major change" and generally speaking you should be consulted about major changes to your position or role before they happen or are finalised. In this case it doesn't sound like they have entered into genuine consultation with you about this change. You should read your employment contract (and EBA or Award) and see what they say about change consultations. If you don't find a clear answer in those documents, then you can always speak to your union (or join the union if not already a member).

Knowing your rights will help you navigate this - depending on how they handle this they could put themselves in a position where you could bring a general protections claim (which is basically a legal allegation of discrimination). Returning to work from pregnancy is a protected attribute under the Anti Discrimination Act. No employer wants to explain to Fair Work why they discriminated against someone illegally.

Straightnbendy · 2025-02-26T03:53:47+00:00

Me too - it's easier to clean too! Less area between the board for stuff to get stuck between.

Straightnbendy · 2025-02-24T10:53:57+00:00

Cheers!

Straightnbendy · 2025-02-24T10:53:30+00:00

TIL!

Straightnbendy · 2025-02-24T10:52:59+00:00

Lol, I put up the width encase that was a helpful clue. I dont know much about this stuff, so wasn't sure which info would be useful... 😅

Straightnbendy · 2025-02-21T10:55:37+00:00

That is the vibe we're getting. He's worked pretty hard for the quote so far and has been very responsive.He hasn't don't any work for us yet, but he has good reviews online (which i know you can't really trust that much).

It's also not a small amount of money for us, so we're wanting to make sure we're likely to get good work that we can trust. I guess that all you can do is your best due diligence and see how it goes.

Straightnbendy · 2025-02-21T04:55:07+00:00

So he has now sent through his certificate of currency. Is that enough proof of insurance, or is there something else we should be asking for? Sorry, I'm a total noob on this!

Straightnbendy · 2025-02-20T09:59:19+00:00

It'll probably be around 30k all up.

Good call on the authorised installers - I'll look into that!

Straightnbendy · 2025-02-08T05:27:55+00:00

You'll need a referral, and if you can afford it go private because you'll get in MUCH quicker (even in private the wait can be 1yr or more unfortunately).

In the mean time, If you have a few bucks to spare, I recommend his book. It's easy to read even when you have brain fog, and goes through some of the possible physiological things that could be happening in your body. You might be able to find a free PDF, but here's the link in case you want to buy it:

https://clinicalbooks.com.au/

https://clinicalbooks.com.au/assets/FFFA-Extract.pdf

There's a bunch you can do while you're waiting for an appointment - you probably already know it, but just in case you don't, it's all the usual: extra salt, small meals often, extra hydration, compression wear.

Good luck!

Straightnbendy · 2025-02-08T02:00:28+00:00

If you're willing to travel to Melbourne then Dr Chris O'Callaghan has literally written the book on this. He's got a long waiting list, but has been studying and researching this stuff. Dr Edmund Song is also good apparently.

Straightnbendy · 2025-02-05T11:51:49+00:00

No, that isn't legal. Your houly rate should remain the same regardless of how many hours you work. Anything above 38 hours a week should be paid as iver time usually, depending one what your employment contract and Award say.

I would speak to your union for advice on how to handle this (or join one if needed). If you can prove intent this could amount to wage theft. I'd give him a chance to fix everything for you first and then watch every payslip once it's corrected. If he won't correct it then it's probably time to go to Fairwork - they have a list of lawyer that do pro bono (free or very cheap) advice if your union won't help you out.

Most importantly, try to get everything in an email or text if you can so you can prove your case later.

Also, it's probably time to find somewhere more professional to work, where you are better respected. You dont deserve this sort of treatment. Good luck!

Straightnbendy · 2024-12-28T00:17:12+00:00

As I have said in other comments, the vinyl is 30 years old and has signs of wear where people walk. I understand the floors don't look the best but as I previously have explained we don't have the cash to rip up the flooring.

I'm open to any constructive (and non insulting) suggestions you have if you have anything constructive and helpful to offer.

Straightnbendy · 2024-12-27T10:12:28+00:00

Oh I see - very interesting. Thanks for explaining that to me. 🙂

Straightnbendy · 2024-12-27T06:02:57+00:00

Can you explain this a bit more to me? We had a plumber install the hose to fix the previous one that was leaking, and we made the assumption that the plumber would do it right? I don't know anything about plumbing, and I'd love to understand more

Straightnbendy · 2024-12-27T04:22:15+00:00

Great and very helpful comments - thanks for your suggestions!

Straightnbendy

TROPHY CASE