u/Few_Yesterday_3518

Posting here though idk if some of you may understand. My partners preteen kids live with us but they do not respect the shoes off in house policy. It makes me MAD, more so bc it’s a respect thing. My partner also sometimes will step in and not take his shoes off and parade around the house till I say something. I feel like the evil witch bc I’m always saying shoes off or giving my partner the look for him to tell his kids (I want him to own the enforcement of no shoes with his kids as much as possible). Am I right to feel this triggered or should I just let it go? I don’t think plastic shoe covers would be a good alternative for long term use. And I told my partner if they can’t take their shoes off he needs to buy a nice floor cleaner and clean at least twice weekly. He doesn’t say anything and defends his kids saying it’s easy to forget to take shoes off walking into the house. It’s also bout respect and household rules..and yes I’m Asian with no shoes household.

To add, yes I understand it’s easy to forget to take shoes off but we will tell them, they will take them off then put it back on and walk back and forth to their rooms (naturally bc they forget something in their rooms ) this is manly in the morning before school and also after school just going straight the room w shoes.

Mom of toddler and preschooler working full time 50 hours a week. Constantly in fight or flight mode, little triggers set me off. Outside looking in I don’t think I’m a good mom if I cannot be emotionally stable. Kids have everything they want and more, but what does that mean if I can’t control my emotions. What has worked for those in similar situations? I’m scared to go on antidepressants but maybe that’s what I need.. I’ve tried a handful of therapists and walk away with tools but in the heat of the moment, all tactics go out the door. Many times I’m aware of how I’m acting and that makes me spiral even more. I’m truly an adult toddler and need help.

I am digitizing paper files for an old family run business. We will be storing them within sharepoint. Can someone please help me on how I should organize these files? Was thinking the following:

1. Employee files
2. Employee medical files
3. I9
4. 401k - can this be tucked under employee files or do these need to be separate?

Do I need a sub folder under employee files for payroll related docs such as w4?

Where do benefits enrollment folders go or do they need their own folder? Do they belong in Medical files at all or keep that isolated?

Thank you!!

How often do you as employers accept a laid off employees negotiation request? For example we gave one week of pay for one year of service. This person wants one month. Over 40, good employee, hired an attorney to review. No one else has negotiated. Curious what others here would handle this.

Hi! How do you perceive this ? Washington state (does not require pto policy by the state) - need to determine if we need to pay out vacation wages separate from severance. We have not yet received the agreements back so wondering if we pay the vacation in tomorrows payroll run or wait till we get the signed form back (if we do ). Handbook language seems a bit permissive but I’m inclined to pay it vacation separately given it is in our handbook. The separation form states it will be one lump sum though.

Language in handbook:

Payout upon exit: Employees leaving may cash out their accrued Vacation within the year's earned limit.

Language in separation agreement:

Separation Compensation. In exchange for your agreement, and non-revocation, to the general release and waiver of claims set forth below and your other promises in this Agreement, the Company agrees as follows:

The Company will issue you a payment in the amount of $7,840.45 less applicable state and federal deductions (the "Separation

Compensation"). This equates to 3 weeks of wages and 113 hours of PTO/Sick/Vacation Accrual.

b. The Separation Compensation will be paid in one lump sum payment on the next regular payroll date after signing of this agreement. If that date falls on a weekend or holiday, the Separation Compensation will be paid on the first business day following the weekend or holiday. The Separation Compensation is in addition to any earned compensation and vested benefits under the terms of a Company benefit plan or as required by applicable law.