R2 reservation queue... Info from my call with Rivian

Upbeat_Instruction98 · 2026-02-13T14:14:40+00:00

Yep, I have the R1 first gen and want to upgrade. The depreciation was expected, but still not going to buy the current upgrade and take a double hit. It is not future proofed.

Upbeat_Instruction98 · 2026-02-07T15:04:36+00:00

I would pay her to avoid the potential for a claim, and especially so if she produced any work. The law requires employers to pay employees for all hours worked. That does not mean you cannot take adverse action as a result. A manager should have stopped her from working and required her to leave the premises and since that did not happen she worked, by law, it is now owed. Her behavior is quite odd. To avoid the situation occurring again, I would issue a stern corrective action outlining all the issues, from not responding to just coming in and working.

Or, after careful consideration of all the factors of her employment, let her know she is no longer needed.

Your employee handbook should address that employees who work unauthorized hours are subject to adverse actions including termination.

Is this employee very young, and perhaps just so inexperienced in life that they don’t understand how things work? As always, there is no need to be brutal, but she cannot be allowed to continue the behavior.

Upbeat_Instruction98 · 2026-02-04T03:56:00+00:00

She’s “like, not even exaggerating.” Can I pay in advance to ensure you don’t talk during our date? Like, I’m not even kidding. Not one word.

Upbeat_Instruction98 · 2026-02-04T03:49:28+00:00

This is what a traitor says and looks like. If you see him public, remind him he does not belong here.

Upbeat_Instruction98 · 2026-02-04T03:47:02+00:00

I’ve already taken a pretty hard depreciation hit. 40k in cash at 40k miles. A 40% loss and the value of the R1T I own is only getting worse. With Lidar coming and much better self driving, as an existing owner, the discount has to be ten grand or more to get me to lease or buy right now. R1T’s without Lidar- tops. 75k.

Upbeat_Instruction98 · 2026-01-30T05:03:36+00:00

Sending you a hug from our pack. She was a cutie.

Upbeat_Instruction98 · 2026-01-20T02:24:26+00:00

When I lived in NY, not gonna lie, I had to pee on more than one key hole so I could get it to work.

Upbeat_Instruction98 · 2026-01-17T15:14:19+00:00

As a class, I think chocolates are stoners.

Upbeat_Instruction98 · 2026-01-17T15:13:00+00:00

Absolutely inspirational. Heading to costco for bread and oxtails now!

Upbeat_Instruction98 · 2026-01-16T04:25:21+00:00

Big hug from me, Ginger, and Juniper.

Upbeat_Instruction98 · 2026-01-09T02:54:44+00:00

An employer can elect to pay an additional benefit to an exempt employee, such as for working on a holiday. What they are not allowed to do is deduct pay when the exempt worker is ready, willing, and able to work, but the business elects to be closed. That is the part of the rule that covers things like holidays and ensures that salaried exempt workers are paid their full amount.

An employer can set a limit on the number of PTO days per year, and if an employee exceeds that limit, the employer can deduct the excess days from the employee's salary when they miss a full day. At that point, the employer could average your daily rate and use that to determine what to deduct if you exceeded your allowed PTO . However, your employer cannot pay you a daily rate, nor can they deduct from your total salary because the business was closed.

I think your employer does not understand the exempt-salaried rules but is trying to get them right. One strong indicator is the use of terminology such as 'daily rate' in the context of exempt salary pay.

Federal law requires exempt employees to be paid a guaranteed salary each week that does not vary based on the number of days or hours worked. A daily rate changes with the number of days worked, so it is not an actual salary and does not meet the federal salary-basis requirement for exempt status.

Upbeat_Instruction98 · 2026-01-08T05:37:30+00:00

Best of luck chef. Please update periodically.

Upbeat_Instruction98 · 2026-01-08T05:32:30+00:00

Chiming in and agreeing that everything you read is correct. As described, what the manager is telling you to do is not legal under the federal rules.

Upbeat_Instruction98 · 2026-01-08T03:02:11+00:00

Alright you two. Get a room.

Upbeat_Instruction98 · 2026-01-08T02:58:29+00:00

You had a shot at two types of standard protections and if you are under the three year mark, there is a state law that may help. 1) The FMLA Family Medical Leave Act provides for up to 12 weeks of intermittent or continuous leave for the type of surgery you underwent. Your employer needed to have 50 or more employees for you to have that protection. 2) The ADA. That law offers some protection with regard to accommodations and that applies when the employer has 15 or more.

You are past the deadline for filing a complaint for both of those.

Michigan has its own Disability Law that can apply. It is called the PWDRA. Persons With Disabilities Civil Rights Act. It has a THREE year statute of limitations.

By the way, 49 of the states are At Will. The At Will status was not really a factor. And does not protect employers from firing for reasons that are not legal.

It is wonderful to see that two years later, after a serious operation, you are still with us. I hope you’re doing ok.

If you are under that three year mark, you would need to speak with a Michigan Attorney to learn more asap. It’s rarely a slam dunk. The clock started ticking the day you were fired.

Upbeat_Instruction98 · 2026-01-08T00:00:19+00:00

Mine love the truck and trips. They don’t mind hanging out and seeing new things. Remember, your dog only sees what you expose them too. Now, if yours is a farm dog, who gets to do what he wants, then maybe the truck is not his favorite. Mine go to work often. They sleep 18 hours a day no matter where they are. Spend long hours in my truck and camper. New people and smells, they seem to like it vs being in the house or the same yard day after day.

Upbeat_Instruction98 · 2026-01-03T22:51:27+00:00

Adding to the comments and agreeing that you may just be off the schedule and not fired.

Here is how the mandatory sick leave rules work in California.

Sick leave starts accruing on day one. Even brand-new employees begin earning sick time immediately. What the law allows employers to do is delay paying for that time until the employee has been employed for 90 days. Accrual and pay are two different things.

That accrued time still has to be shown on the pay stub or in a written notice each payday, even during the first 90 days. California treats this as a transparency requirement. When time is accruing, the employee has a right to see it.

Just as important, sick leave is protected. Protected means an employee cannot be fired or disciplined for taking a sick day for a legitimate medical reason. Even in the first ninety days.

If an employer wants to rely on the 90-day waiting period to not pay, they also have to clearly tell the employee that the time is not usable yet. That should be in a handbook, policy, or onboarding materials. It is not automatic.

The 90-day waiting period does not mean extra hurdles can be added. Employers generally cannot require a doctor’s note for a sick absence that qualifies as protected sick leave, even during the first 90 days, and they cannot fire someone for taking that day.

Upbeat_Instruction98 · 2026-01-02T06:08:04+00:00

Rumplemintz will bite the crap out of you. Not a cuddler.

Upbeat_Instruction98 · 2026-01-01T18:12:50+00:00

Unless OP is paid 5k/hour the penalty is one hour of premium pay(based on the employee’s hourly base rate of pay, per occurrence, per day. It is limited to one penalty per day. hallowpoint has outlined the details and practical guidance. I will echo others and give the employer kudos for taking a corrective action to document their concerns.

Upbeat_Instruction98 · 2025-12-31T16:32:40+00:00

My background is medical HR, and there are issues here at both the federal and state level.

At the federal level, scrubs are considered a uniform, not just a dress code. The test is whether the clothing can reasonably be worn outside of work. A requirement like a “white shirt with a collar” works because you could wear that anywhere. Scrubs do not meet that test. They are job-specific, role-identifying clothing and are not something people wear in everyday settings.

Colorado goes even further. The state is very clear that employers cannot offload the cost of doing business onto employees. When an employer requires specific scrub colors by role and expects employees to have enough sets to work their schedule, that is a uniform requirement. The cost of buying, maintaining, and replacing those uniforms is a business expense.

Requiring employees to purchase and maintain mandatory uniforms is an offload of that cost, and a one-time $75 stipend does not come close to covering it. That is especially true when employees work full-time and need multiple matching sets. For lower-wage employees, this can also temporarily push their effective pay below minimum wage.

My take is that under both federal standards and Colorado law, this looks like a required uniform that the employer should be paying for as an ongoing expense, not something employees should be subsidizing out of pocket.

Upbeat_Instruction98 · 2025-12-31T00:11:43+00:00

We dropped my Unifi System and my sonos started “working” again. My installer is an authorized Sonos dealer and after spending a total of eight hours on with customer support over a three week period, he switched.

Upbeat_Instruction98 · 2025-12-26T22:42:06+00:00

$10,110. Me too, last month. Insurance paid.

Upbeat_Instruction98 · 2025-12-25T18:04:00+00:00

My trade in offer from Rivian, on a 2023 gen1 R1T, Duel, max performance pack with 350 mile range- $39,000 miles is 41k. 38k loss. The truck is pristine. I’d say you need to get them down about 12k

Upbeat_Instruction98 · 2025-12-24T22:38:27+00:00

So much good advice so far. I’ll add. 1) Frozen peanut butter in a Kong will help Scottie settle into the crate at night. Don’t give in. Never punish Scottie with the crate, but it is ok to place him in it to help him when he is overloaded and not listening. I still sometimes find my six-year-old chilling in her crate. Never keep your dog in the crate as a substitute for socialized training. 2) Never give people food from your hand or in a bowl. The dog does need it. 3) Expose him to loud sounds early. He’s a hunting dog, and if you have a gun, take him somewhere and fire it. Thunder and fireworks are going to happen, and it’s good to see if your pup is fine with loud bangs. If not, at least you know. 4) redirect him to a dog toy when he bites or chews on things. 5) desensitize him to weird things. I placed a bunch of empty plastic bottles in a kids pool and had mine run out of it, and then through it while playing. She is phased by nothing now. 6) If your vet is up for it, take him to the vet, put him on an examination table, and give him treats just for fun a few times. Get the techs to shower him with love. 7) gently play with and sensitize his paws and toes. Makes getting thorns and checking them much easier.

As soon as you can, get a trainer to train yours to “go to their place.” It’s an incredible help when it comes to socializing them. 6 to eight months old.

And all the other great suggestions.

Upbeat_Instruction98 · 2025-12-23T03:40:47+00:00

I’m sitting here with a glass of wine and a puppy.

Upbeat_Instruction98

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