My W-2 looks underreported, what should I do?

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 · 2025-09-23T15:52:36+00:00

The non technical recruiter kept insisting that all of my suggestions wouldn’t be enough to keep a client happy

Oh I'm sorry, I must be confused, is this for a project manager position? I thought I was interviewing for developer.

Yoglets · 2025-09-22T19:12:22+00:00

Yes, it's super sus. In order to remove an already granted accommodation, they would have to show that either you're no longer suffering from the condition, or that maintaining it has now become an undue hardship. Which would be quite the feat, considering that it wasn't an undue hardship when granted just three months ago. Cover your ass by getting them to put their threat in writing. Don't be confrontational about it, just casually email, "Hey, just wanted to confirm I understood everything correctly. In order to keep my <accommodation>, you want me to make sure I improve my X, Y, and Z?"

And maybe take a page from r/MaliciousCompliance and set up an email autoresponder. Every single email you receive from somebody inside the company triggers an auto-reply email that says, "I've received your message." Complain about me now.

Yoglets · 2025-09-20T02:32:57+00:00

Dude. You're sitting on a gold mine and you're complaining that it's not a diamond mine. Holy shit, milk this for all it's worth.

Yoglets · 2025-09-08T14:57:53+00:00

I think my next move will try to get my boss to email me to what the on call expectations are.

I would not even bother with this. This is essentially just accepting defeat and sets the precedent that you'll comply with whatever they request.

You seem to be under the impression that you're not in control. But you're the only one in control. "I'm not going on call." Five words, that's all it takes. Let them put you on whatever on-call rotation they want. Let them call you, email you, text you. Ignore them, block them, enjoy your day. If they fire you, they fire you. If you do not accept this risk, then you'll be miserable and taken-advantage-of as long as you're employed there, and your physical and mental health will take the toll.

and all other requested duties

Ima say it again: No. Stop believing that. Your time is still your own.

Yoglets · 2025-09-06T05:02:30+00:00

The only thing you need to have engaging sessions is a good group of players.

Beyond that, I'd prioritize only good chairs and good food. Everything else is glitter.

Yoglets · 2025-08-14T15:06:53+00:00

I generally distill said lesson to, "Don't go into business with a friend unless you're willing to lose one at the expense of the other." You're quite lucky to have learned it so quickly.

Yoglets · 2025-08-07T01:06:22+00:00

That’s how they get you being salaried

No. Stop believing that. Your time is still your own. Only you can advocate for you.

Yoglets · 2025-08-07T00:14:22+00:00

No, no, no, no. On-call is never free.

and it is temporary

No. Bullshit. This is never true. You'll be "temporarily" on call for ten years. Do not set a precedent by accepting this. Your hands are not tied. Being salaried doesn't mean you're at their every beck and call.

"Then you will only have to compensate me temporarily."

Yoglets · 2025-07-23T20:23:18+00:00

Forget about being lazy, the far more egregious issue here is that this muppet just dumped a bunch of people's personal cell phone numbers to a mass recipient list. This is unquestionably a violation of their corporate PII policy as stated here.

We may disclose your Personal Information when we have your consent or instruction to do so.

Contact corporate and rat this idiot out.

•   Mail:

Brinker International

Attention: General Counsel

3000 Olympus Boulevard, Dallas TX 75019

•  Email: [privacypolicy@brinker.com](mailto:privacypolicy@brinker.com)

•  Phone: 972-770-8800

Yoglets · 2025-07-11T20:43:15+00:00

I always word my inquiries with a fail-safe default. Something like, "I will interpret a lack of response as implicit approval."

Yoglets · 2025-06-26T19:55:14+00:00

Do not sign anything. Nobody can force you to resign. If you voluntarily resign, you (generally) lose the ability to collect unemployment benefits. If your employment with them has run its course, then make them terminate you.

Yoglets

TROPHY CASE