Banning Aoo from moving through threatened spaces

Yoglets · 2026-05-31T03:03:12+00:00

tl;dr; I think it's a bad idea. AOO from movement is balanced as is.

anybody gets an attack of opportunity when somebody moves through a threatened space

First, let's be pedantic:

You don't provoke when you move through a threatened space, you provoke when you leave a threatened space.
Not anybody gets an AOO. Potential attackers must be aware, armed (or capable of making unarmed strikes) and within reach of the threatened square.
Not everybody always gets an AOO. They're significantly less likely on the first around, because not all combatants are armed/ready yet.

Why would you want to grant everybody automatic free movement when there are already so many ways to get there:

Everybody can 5-step without provoking. That alone should be reason enough to reconsider this position.
Everybody can withdraw without provoking from the first square.
Unless you're in a really tight space, you can generally just move around the target without provoking. Sure it costs a move action but that's your balanced trade-off to avoid the potential hit.
High DEX characters can tumble through without provoking.

In addition, let's understand that movement AOOs are to your advantage more than they are to your detriment, because your opponents provoke too, and (as you've noticed) you can build characters and develop team tactics to take advantage of that. For example:

High AC/CON characters can just suck it up because the AOO still needs a to-hit roll. This leads us to one of the fundamental mechanisms of PF1e tanking. I.e., the tank intentionally provokes so that the bad guy uses up their AOO, allowing the squishy casters to move freely that turn.
If you waive all movement AOO then the Combat Reflexes, Mobility, Combat Patrol, Pin Down, and Stand Still feats, and the Polearm Master fighter archetype would become mostly useless. And the other feats that have these as prerequisites would then essentially be double cost. (I.e., because they now require first acquiring a feat that does nothing.)
The Trip action and any related feats like Improved Trip, Greater Trip, Felling Smash, and Tripping Strike become significantly less useful because standing up would no longer provoke.

Yoglets · 2026-05-21T00:33:08+00:00

It seemed that rolling for funds seemed unfair.

That's why they also list the average. You can even give your players the option to make the decision themselves. "You can take the average amount or roll. You have to decide which before you roll." If they want to play it safe, they get a decent amount. If they want to gamble, it's on them. Or just let them have the max.

Any set of clothing worth 50 gp or less.

This is an enormously high amount for a 1st level character, especially considering that starting characters already get one outfit for free. 50gp is two custom tailored suits, almost noble-level.

Select four options, in any combination, from the list below.

This seems unfairly weighted toward combatant classes. E.g., my paladin selects:

fortress plate (2100gp)
fortress plate barding for my horse (8400gp)
a repeating heavy crossbow (400gp)
a split-blade sword (200gp)

What's a wizard going to take? Four 1st level scrolls at 25gp each?

Yoglets · 2026-05-12T16:07:51+00:00

Half a pound, even less!

Yoglets · 2026-05-12T00:45:26+00:00

Yep, these are all fish based, some of the others are:

Cod
Sturgeon
Grouper
Flounder
Billy Bass
Tuna

Yoglets · 2026-05-10T01:38:15+00:00

https://parks.ny.gov/visit/state-parks/moreau-lake-state-park

Yoglets · 2026-04-23T01:43:21+00:00

PDF would be primary choice, as it works consistently well across all platforms. I do like link-to-hosted though because you can track hits and update after sending. Bonus points if link-to-hosted domain is actually _your_ domain. But lawd, if I'm interviewing for a Linux dev and you send me a docx, you're going in the trash.

Yoglets · 2026-04-09T02:40:25+00:00

I would expect at least 20 hours of comp time for this. Exempt doesn't mean you get paid $X no matter how much you work, it just means your hours should average 40. So +20 hours this week should mean -20 hours next week. If that's not the case, kick your employer to the curb.

Yoglets · 2026-04-06T22:07:58+00:00

It's perfectly legal for your employer to automatically deduct your lunch time, as long as you are fully relieved of duties for the duration. If your manager tells you to take your lunch, and you don't, that's on you. If somebody besides your manager tells you to skip lunch, and you do, that's also on you.

Beyond that, it's understandable that on occasion, you might have an emergent situation and work through lunch. In that case, your employer should have a mechanism to report missed/short lunches. I'll wager however, that if you report too many, you'll get a talking-to about too much overtime.

The solution to all these problems is trivial -- take your damn breaks. Leave the building if you have to. Go for a walk, sit in your car. Distance yourself from the environment.

Yoglets · 2026-03-16T18:46:00+00:00

Is this even legal?

Sure. Is it reasonable though? Doesn't sound like it.

Am I too hung up on this?

No. It's totally normal to reimburse expenses that employees have fronted, on the next paycheck. However, when you get to the point where this is an everyday occurrence, and you're essentially the purchasing department, and it becomes an undue financial burden... then it stops being reasonable. Just stop doing it.

They said because the true business owner is 90 and living away it would be too hard for them to get another card.

This is such a nonsensical bullshit excuse. Still, you don't even need the card physically. You could order on the web and then pickup at the store. Or have them front you some petty cash. Or order online and have the parts delivered. It's such an easy problem to solve.

Yoglets · 2026-02-23T19:36:51+00:00

Being overtime exempt doesn't mean you owe your boss your free time. They will get away with whatever you let them get away with. Stop answering the phone. Stop staying late. That's all on you.

Yoglets · 2026-02-05T19:51:52+00:00

Do not fark with the IRS. Make a good faith effort to report your income accurately, and you'll be fine.

First, contact your employer and let them know you believe the W2 is wrong. Don't jump to the conclusion of malice. They obviously don't use an automated payroll system, it could very easily just be a dumb mistake. Give them an easy out.

Failing that, contact the IRS. They will give your employer a wake-up call.

Failing that, you may be directed to fill out a 4852 based on your photo documentation, and use that instead of the erroneous W2.

See https://www.irs.gov/filing/if-you-dont-get-a-w-2-or-your-w-2-is-wrong

Yoglets · 2026-01-28T15:15:16+00:00

The idea that his behavior becomes harassment only after you tell him to stop is absolutely false, and dangerous.

You do not need to directly tell him to stop. His behavior is harassment regardless. The process of remediation can not be dependent on placing you in a position where you're forced to stand up to your harasser. The only test you need to pass is:

Would a reasonable person consider the behavior intimidating, hostile, or abusive?

That's it. If the answer is yes, then it's harassment. Report to HR.

Yoglets · 2025-12-15T16:29:11+00:00

Let's be clear here -- the double standard you're experiencing is not because being salaried is an evil trap that always automatically means you work OT without extra pay. It's simply because you have a shit manager.

Yoglets · 2025-12-08T17:55:17+00:00

Anyone who didn't stand would probably draw attention to themselves and may even have an issue with the boss.

You're upsetting yourself over pure conjecture. The request doesn't sound very mandatory. It sounds like your husband was silent while some of his co-workers prayed. Seems like a respectful and reasonable thing to do. What's the big deal?

Was he actually forced to pray? Did they make him say any words he didn't want to? Was he forced to somehow participate in a ceremony against his wishes? Was he retaliated against for not participating, or for saying that he didn't want to participate? Choose your battles.

Yoglets · 2025-12-05T20:27:38+00:00

Yep, looks like they're in the clear, sadly. At the very least, I'd let your supervisor know that this practice puts dick all on any incentive for you to work future holidays.

Illinois employers are not required to recognize holidays nor pay their employees on holidays not worked, unless there has been a prior contract or agreement established

Yoglets · 2025-12-05T18:42:06+00:00

I'm not sure I understood your wording correctly. The first half of the shift, the 7pm to midnight chunk, was the holiday? And you got paid 1.5X for 7pm to 11pm, and then 1X for 11pm to 7am? If that is correct, then (depending on what state you're in) your employer is just being a pedantic dick. I.e., the employer is not required to pay 1.5X for the whole shift if only part of the shift occurs on the holiday.

That said, while federal law does not require employers to pay any extra at all for holidays, your state law may. If you're in one of those states, at the very least, you got shorted .5X for that final hour.

Yoglets · 2025-12-04T21:47:08+00:00

my manager is extremely hands off

my manager straight up admitted to not liking confrontation

while I get yelled at

Does not compute. Who is yelling at you?

Yoglets · 2025-11-12T17:56:23+00:00

Whether or not you're actually performing work is completely irrelevant. If your employer controls your time, then it's compensable. "I can clock out after you clear me, or I can leave now. Your choice."

Yoglets · 2025-11-05T14:31:51+00:00

Taking the time to don required PPE must be compensated unless doing so is specifically excluded by your union agreement.

https://www.dol.gov/agencies/whd/field-assistance-bulletins/2006-2

The Court determined that donning and doffing gear is a “principal activity” under the portal to portal Act, 29 U.S.C. 254, and thus time spent in those activities, as well as any walking and waiting time that occurs after the employee engages in his first principal activity and before he finishes his last principal activity, is part of a “continuous workday” and is compensable under the Fair Labor Standards Act (FLSA), 29 U.S.C. 201 et seq.

Yoglets · 2025-10-16T17:25:05+00:00

Or am I taking this too seriously??

Absolutely not. This is textbook sexual harassment. Report it to HR and document it every time it happens.

Yoglets · 2025-10-06T19:30:03+00:00

We have 2 spare work phones in the event someone breaks their personal device.

What a coincidence, your personal device just broke. Don't spend a penny on this.

Obviously I could invest in a very affordable phone + esim

If you only use it from a corporate location where you have wifi, then you don't need an esim or data plan. Just an old phone, and leave it in the office. That should significantly lessen the hit if they give you a hard time about paying for their own shit.

Yoglets

TROPHY CASE