u/TheRealTheory001

Filling out the 1 line summary of all transactions on From 8949, google says the irs checking engine wants to see "proceeds" match the 1099-DA issued by the exchange. So use that figure for "proceeds" column.

One hopes it will know to add the short term and long term side and only check the sum total of both, since the individual sums are not going to be accurate if you did any transfers.

Next, use your actual cost basis and actual P/L figures.

Then, in column (f) use "B" for "basis correction", and enter the correction amount in column (g).

Where "correction amount" in (g) is the difference between your actual proceeds vs Kraken's 1099 reported proceeds.

So if your proceeds are $12k and your 1099 only shows $10k, your column (g) adjustment is $2k.

Just so long as P/L = (Proceeds - Basis) +/- adjustment (g).

This however opens up another question. E.g. with HR Block offices you must enter "M" in column (f) in order to unlock the "attachment upload" option for multi-page 8949 uploads. My agent couldn't get it to upload without entering that first (a couple of years ago anyway). So if you use "B" in column (g), I wonder if it will still prompt for an upload of full transaction list.

Is this the correct way to report on the 8949 Summary line?

It is done once for each exchange on the long term and short term transactions summary page.

And is there some way to explain this adjustment in (g) on the tax return so they understand what they are looking at? Thanks!

Coin tracking default labels all transactions as "proceeds not reported, basis not reported" or unreported transactions for Tax Year 2025 (currently filing with extension).

You need the correct type of transaction category to fill out form 8949. You have to manually add the correct "transaction type/category" by adding it to the "group" setting of each specific transaction. They detail this in "1099-DA Flagging and Form 8949 Section Assignment"

e.g.: "Short term reported with cost basis", "Long term reported without cost basis", etc..

Accordingly using the proper section "A" through "J" Form 8949 checkbox assignment for each.

However If you have many transactions doing this manually it's not possible. So if you try to categorize it as "transaction has been reported without basis" now you are forced to designate it as short term or long term transaction.

This is not possible to do without going through the entire list of trades which is not feasible.

This means it basically doesn't work and you can't get a proper 8949 printout with the proper check box assignment.

It's important to have this so when the irs reviews it it aligns with what they've received from the exchanges. To my understanding for 2025 most exchanges have only sent net sale/proceeds.

The problem is furthermore compounded by what I've heard that if you report it as "unreported" and it was reported, they may add it to your totals (doubling your transaction count), creating confusion. So you need to get the designation correct and to match what they've sent on their 1099-DA.

Does anyone have any suggestions or solution to this? Thanks.

I've got a 40" flag so need approx 60" or 5' railing or something to mount horizontally for a hanging flag pole. The extra 20" is to mount it on the underside of an awning. It's on a sidewalk that has nightclubs on it so it should be somewhat resistant to someone pulling on the flag. Maximum diameter approx. 1.5"

I'm considering using half inch rebar inside of schedule 40 PVC to make it water resistant. a better idea would be a square tubing railing if it were strong enough, maybe handrailing.

Hoping for an inexpensive option avail on Amazon or local hardware store. The professional way would be to buy steel square tubing and spray it with rustoleum. I still feel like that would only last a couple of years and then bleed rust into the flag. T I was thinking about prefab railing, but I'm not seeing anything individual on Amazon, only sets for $150+. Thanks!

We rent a 1,000 sq ft showroom in a 125 year old building. We're on the ground floor with hotel rooms above on the 2nd level. Both us and the retail store next to us have been flooded with supposedly sewer vent gasses. But I wonder if there is a sewer leak in the common basement. Because the odor when it hits is suddenly quite strong and concentrated and repulsive.

It's an old building with plumbing from all units going all over the place. 20 hotel rooms and 6 retail spaces on the ground level.

My neighbor says she was told by Landlord that it's related to the barometric pressure and sun in the windows in August/September (Rocky Mountains high elevation). Landlord supposedly had 5 different plumbers try to find and fix but no solution.

The thing is it's new as of a couple of years. It was never an issue before. I've been in the building for over 10 years and don't want to leave for several reasons. I want a solution.

The crawl space under our units is like 30" and extremely dirty dusty so I wonder if there is a plumbing leak in the basement they just don't want to chase down. *edit/ There are no P-traps/U-traps in the basement only drain pipes from above. There are no dry P-traps in the units. No direct source of odor in retail units, just smell seemingly from basement, not from bathrooms in retail units. /*

I went to the basement and didn't notice any smell, but the stairway is 30 feet from my unit and then the crawl space, so it's possible it's in the basement but the draft is not toward the standing area.

I'm at a total loss of what to do but customers are leaving the store when it's bad and my employees are not at all happy dealing with it.

What is the correct next step? I asked the landlord about it myself but got no response so I can't offer any details as to what the previous investigation results were.

Does it make any sense that sewer gasses are venting into the basement and then into other retail spaces?

What is the most likely cause/solution and where do we start our investigation and approach with the landlord?

What about city regulations etc? Are we really stuck with inhaling sewer gas?

My only thought was to place an industrial exhaust fan in the basement but it's quite large at least 100 ft by 100 ft so a fan in one corner may not move air on the opposite side.

Any suggestions would be greatly appreciated. Thank you.

Sam Blackshear via X: "I am leaving Mysten Labs and joining Anthropic to work on defensive security research. 4.17pm 8.5.26

Are we cooked? Why would a founder of SUI which supposedly has the potential to be the underlayer of the internet and infinite market cap leave to join a company to be just one of the ranks.

This makes no sense, ...unless he thinks SUI doesn't have a bright future? What are we to think about this? Was there some drama or tension at Mysten or is this more about greater opportunity than being the #1 L1?

There is a July 10 postmark deadline for penalty and interest relief for pandemic era tax debt 2020 through 2023. I had trouble finding accountants to help during that time and filed late.

HR Block has a decent page up and there are a few videos on YT but most are hard to follow and jump around.

How does this look for a protective claim? It follows the IRS instructions to only choose one box in the first section, and to only reference one IRC section. Is this missing anything? 1 page for penalty, 1 for interest.

Is it problematic to list in 8 that it's for "penalties & interest"? Someone commented that they need to be able to file it correctly or you may miss out. So it should be penalties OR interest, not both.

Question: Is it ok to include ALL interest charged for ALL reasons, as I've done, on a single Form 843?

Question: If you pay estimated taxes does it warrant a 3rd Form 843 or can it be added with the Late File/Late Pay penalty 843?

Penalties for failure to make estimated tax payments—IRC §6654 has a different code and the instructions say to use one IRC per form, so that filing of the form can happen appropriately.

This is not tax advice, I'm a novice and have pieced together info from the guides I found online. Thanks.

https://preview.redd.it/f3l3r60t6aah1.jpg?width=2473&format=pjpg&auto=webp&s=b24a695aaf8533011fc996bc325e524a8b3384d3

https://preview.redd.it/7du1fwiv6aah1.jpg?width=2549&format=pjpg&auto=webp&s=a97d45141ef0db81791333eb15e5977fbce4c76b

Winix 5510, running just 4 days, from amazon, appeared as new when opened.

Showing orange indicator light in front.

Filter looks ok, more residue than I expected for 3 days . (see pic below)

Fan is on high 24/7.

Purchased because someone said musty air. Dry environment, but exterior basement air which is a bit dusty/musty gets into unit. Very low humidity currently but basement in winter may grow mold, not sure as it's an inaccessible common basement in a larger building. High altitude, cold temps in winter.

There is no visible dust settling in the apartment and it's not currently occupied. So no cooking, no pets, no cats ever, no paint, odors, etc. I guess it's just reacting to the mild dust?

I see other posts saying filter is good for 1yr, carbon for 2mo to 4mo, and to replace filter when it's quite dirty. Anything I should check or be watching out for? Thanks!

Google: Orange indicator light: What it means: The internal Smart Sensor has detected Volatile Organic Compounds (VOCs), odors, or airborne gases.

Common triggers: Household cooking (especially frying), cleaning sprays, perfumes, new construction fumes, or pet dander.

The Fix: If the machine is set to Auto Mode, it will automatically speed up the fan to scrub the air until the light cycles back to blue

https://preview.redd.it/zpu7lhntp1ah1.png?width=720&format=png&auto=webp&s=1901a56f834ad7f8c8a97d1c48891070319fe837

I just hired someone who is about a 35 year old female. I am about a 55 year old male. She is being hired to manage a store for me. We will not be working together but I will be supervising and guiding operations remotely. So we do need a working relationship though often little communication is needed throughout the day.

I'll summarize in here for those who don't want to read through: In the introductory few conversations, she is demonstrating very power hungry behavior and constantly tries to assert her dominance. Though being reasonable and professional, most conversations include subtle reprimanding and "behavior modification" cues. If those are just relationship growing pains I have no problem with that but question the long term effects as it could be very corrosive.

What is the most healthy way to draw a boundary, or to do some kind of conversational test to get a better sense of where this may be leading to. Obviously as the owner I have a clear sense of what I want and that has been outlined already. Yes I could bring those points up and state that I don't feel she's following those behavior guidelines, but that just sounds like an immediate fight to me. I'm hoping to understand if she's someone I can work with and how to tactfully do that without losing skin in the process. Any experience with that? Feel free to comment based on that. Yes I am obviously being effected by it, but this is a several day's old relationship and I don't want to over react. I've been in many situations where there are growing pains before getting along amicably. Here is a bit more detail of our interactions.>>

To appreciate what I'm writing you of course have to know a little about my perspective. I'm a very socially well adapter person, very kind, considerate, fun, and don't appreciate tense relationships or constant power struggles. As well as that erodes trust which I need one 100% from the employee as there are items of some value in the store. I am a warrior when called to duty but I never ever want to be bothered with small details. I'm a truth seeker and celebrate the human spirit, love etc. When it comes to my employees I apply myself 100% to address anything they bring up and always provide them everything they need to be able to do their job well. I'm empathic and generally very effective at meeting other people's needs for them to be able to do their job successfully.

The core concern is there have been several conversations in the past few days where she takes every opportunity to manipulate conversations and become very tit for tat in an effort to establish dominance and being "in the right" While at the same time taking subtle jabs to establish you as inferior to her "rightness".

The kind of person who is not aware of their own shadow and its effects but is very overconfident and will say anything to win a conversation. So it becomes a closed loop where she is always right in her mind, and takes giddy pleasure in "once again, ...winning".

It almost seems like it comes from a place of being slighted in youth and deciding to forever be right in every conversation forward. A real stubbornness that is not whatsoever concerned with others' feelings. Whereas I think it's an incredibly immature stance to want to be right. It's about patience, understanding, compassion and getting to know how people work and what their sensitivities are so you can avoid them and have a good relationship. I see absolutely zero need to break people down unless they are full of hubris.

I've had many people fill the role where we had fun messaging each other throughout the day. Otherwise simple communication can turn into painful drudgery when there is no goodwill between parties.

The obvious answer is don't hire someone who you have serious concerns about. She's been officially hired but not started work yet.

The core concern is I've spent weeks trying to fill a position and need someone there ASAP. I do have options but I'm wondering if this is a manageable situation or if it's going to become an entrenched position of her constantly attempting to wield superiority in every minute interaction. I don't want to deal with that.

I'm sure you've interacted with domineering people who make disapproving faces when you speak about yourself in a healthy way, and anytime you make a comment which defers to them they smile and nod extremely approvingly like they are trying to train a dog.

You have to wonder about the judgment of someone who walks through life like that. what does it say about them? I have the attitude that everyone has a blind spots and most don't fully understand their own behavior so I have a lot of forgiveness and can't be bothered with trying to get caught up in it.

.To give you a small example she had a question about one of the details of the work responsibility and I spent at least an hour writing a couple of emails to describe it further in as much detail as possible.

Then when I called on the phone, I asked a different but related question and she very tersely responded In a disappointed disapproving way: "well, we already talked about this. (!) I said this, and you said that, and I said this, and you said that" (!) Relaying back a conversation from several days ago as if I was a small child who had misbehaved after being warned several times. She does not have children but does have a male partner who seems to defer to her in every way. They work together as a couple but she is the primary employee so she also has this partnership where she needs to maintain the authority figure role, which makes it harder for me to establish a balanced relationship between us Because she is in the role of constantly asserting her leadership with her partner.

Now, I had just spent literally an hour going into minutia to help her understand a recent question from her, which was in fact related to my question that she responded to above. So it was perfectly reasonable for me to ask the question again in light of the new information.

Furthermore it would have taken her one sentence to simply restate what she had said previously, rather than stick my nose in it like I had done something wrong. I don't know anyone halfway reasonable or polite who isn't willing to repeat something they have said several days ago which is one sentence, and would instead reprimand someone for asking the same question twice. This was during the hiring process and obviously things change over time so it's reasonable to ask a question a second time.

If she is just micro accounting and likes to keep close tabs on every interaction I am more or less fine with that, however if she's going to steal the joy from every interaction and turn it into a power struggle, opportunity for shaming, and just all of the trite little things that someone with a somewhat abusive and manipulative temperament do to try to stay in power, I don't have time for that.

I am a positive and light hearted person and very much like to conservatively share that with other people when they are receptive to it. I'm very respectful of boundaries and always defer to politeness rather than over sharing, or assuming amiability with another.

This type of sharp subtle reprimanding has the effect of a type of subtle shock therapy where you start to question your actions and can even cause sleep pattern disturbance. Like "Ok I've been on this earth for 55 years, why is this random person suddenly taking issue with such trivial statements, what is going on, am I ok?" This is the normal sane rational sensitive human reaction for an ordinary trusting human being.

There is an expression that oppositional forces only enter when granted permission. In the several times these moments have come up, I always address it in an indirect way and smooth over it and reestablish my esteem in the conversation. But at the same time I don't directly confront the issue because who does that, who micromanages every little statement between a coworker ,that is going to be a disaster, and misery. Obviously you do have to draw a line and call things out when necessary. I'm about at that point.

How would you address this behavior, or perhaps more appropriately do a conversational test to see where her actual desired position lies. Does she just want to make sure that she's respected? Or is her goal to have someone she can constantly attempt to assert dominance with and whip for her entertainment? I can't tell which it is. What are the exact phrases you would use because I'm struggling to come up with a conversational approach to address this without it becoming an impasse.

Thanks very much.

Strange question, I know, apologies. A person (single mother) is asking me if they can keep their 7 year old boy at work with them in a jewelry store showroom over the summer.

edit- someone brought up the subject of liability which made me realize it's a bad idea as there are some significant risks setting a child loose in a showroom with lots of glass showcases and rocks. That's made up my mind on the subject. Thx edit

They would be staying in a attached apartment so the showroom is actually unsecured for example during the night or when the mother is sleeping, as there is no locking door between apt/showroom. The showcases are not locked because the jewelry is all under $100, and there are many items out on shelves including kid's souvenirs, etc.

My assumption is that children do not understand ownership and property rights and are very likely to take things that are not theirs, and that is in a best case scenario with a perfectly healthy child and strong moral household. It's obviously going to be dependent on their upbringing etc., which I have no idea about this particular person as I've never met them.

They are applying for a job as one of many candidates. So considering my vulnerability as a business owner I sort of have to assume worst case scenario. So it seems obvious to me it's not a good idea? I could easily picture a kid having a whole box full of things they would collect over the course of summer without anyone knowing, even possibly giving them to other kids in the neighborhood for fun or popularity points (it's a small town).

One memory which comes to mind is a mother who was passing by the cash register and casually asked her young daughter of about 4yrs: "you don't have anything in your pockets, do you?" and then reached in her pockets pulling out $40 worth of a dozen different items. I was stunned that I hadn't caught any of it as we were busy and distracted that day.

When you look at the basics of it, it's simply a matter of them being fascinated with items and desiring to have them, versus their developed sense of morality or ownership which is obviously very much a gray area through childhood in various ways. I often hear stories of children stealing from the parents, grandparents purses, etc., I have seen the same occur in my extended family. I think this is common sense but I know little about childhood development.

So I think it's a bad idea given the risk, but I wanted to ask here in case there's something I'm missing, or in case there are certain questions I could ask that would allow me to make a more educated decision.

Thanks!

I'm a business owner (50yrs old+) and my income my drop substantially due to handing operations over to employees.

I'm wanting to buy a first home in the next 2 years for $400k to $600k, this date is not changeable.

This post has nothing to do with my ability to pay or asking how much I can afford. I am very astute with finances and know exactly what my monthly abilities will be. I make amortization spreadsheets on Saturday mornings for fun. I can easily go back to operating the business if I need an income boost. I am not very articulate on this subject but when it comes to making money and paying bills, I'm good at it. I'm willing to go as high as $6k/month mortgage to put a number on it. $4k range is preferable.

I'm simply asking how lenders are going to view my application Today, versus compared to after filing for last year where I had an income drop.

My 2024 income was $350k, and 2023 was about $200k. But it may drop to more like $60k to $100k for 2025 (last year) and 2026.

Google says with 3% down I'd need to show between $170k and $210k of income for $600k home.

At 20% down I'll need to show $140k-180k income. That may be complicated by the fact that I'm paying $2,800 rent right now so that could count against DTI greatly even though it would only overlap a few months during transition.

I have cash savings of $700k on exchanges (cash, ETF's etc). I don't wish to offer as collateral as I'm more interested in investing in higher risk assets. They will not be considered collateral as they are in high risk assets. If needed I can pay the mortgage from those savings/investments if future income is an issue. But lenders want to see income. Paying cash is not an option regardless of any Dave Ramseyesque suggestions, though I'm just fine with beans and rice as long as some avocados are involved.

I'll file taxes with extension this October for last year. I'm thinking I probably need to secure a loan before that? Or what shape will I be in? I'm wanting my income to be based on the $200k - $350k rather than possibly as low as $60k last year. I'm guessing and will find out when accountant finals. I would imagine a lender worth their salt would at least ask to see gross receipts/bank deposits for last year? And those are probably down 40 to 50%.

If I'm showing an income of $60,000 no one is going to loan to me even with the liquid assets, I'd be looking at $175k-$250k home value for that income and that's not going to work in my area. I'm searching now and there is nothing I want in my range, it's difficult.

I understand this sounds like I'm stretching my ability to pay, but that's not the case. To answer the obvious question, I was a sole operator working 80 hour weeks and now I'm paying employees to be there 40hrs, to make 1/2 of the sales, another discussion. I can generate $60k in sales in one month on the floor if I need to go back to work.

Am I understanding this correctly, what am I leaving out, and at what point will a lender want to wait and see what my 2025 income is? for example if I apply for a loan October 1st I would expect them to say let's wait and see your 2025 return. However if I apply now and things are looking good I would expect them to perhaps accept 2023+2024 income.

I'm having this realization this week and really pushing myself to jump into a non ideal home rather than be really stuck without any options at all.

Are there other timing factors I should be considering here?

Thanks very much.

We've all been feeling it for the past year. Silver jewelry set with stones (amethyst, tiger eye, turquoise, etc), which we used to be able to sell for $60, a mid/high price point for many retail shoppers, has doubled. I haven't adjusted my prices much, yes you can raise them to an extent, but I know my customers are not going to pay $120 for the same things when I restock. They've been haggling for years and putting back pieces when we can't discount them.

For many businesses this is the end of an era. The price of silver jewelry is no longer simple and affordable. It's effecting producers and manufacturers, their lines are disappearing from their websites, stocks thinning. Yes an individual artist can still make a profit because they are already selling for $100+, and I see this as a big win for them. But if you travel across anytown America, most of the silver jewelry in typical stores has sold for $20 to $60 for decades.

You can scale down and buy smaller, lighter weight pieces, charms, etc. to an extent. And yes, I'm aware that there are hoards of people out there who spend $120 on base metal jewelry with resin "stones" in LA, Austin, etc. Here's lookin' at you, Kendra Scott.

The obvious replacements are stainless steel, copper, brass. But this greatly limits your options. Stainless designs are extremely limited, rigid, and angular (square cross section). Copper and Brass discolor and don't convey value, and lose shape easily. There are the base metal with semiprecious stones designs but those always look overly bohemian, a step away from hemp jewelry.

Even "fashion" jewelry of silver plated brass, or other, has doubled in price to where they are now the price of what silver used to be. So for $25 a customer gets a cheap disposable piece that is going to wear through in 6 months and be upset. An important part of being in business is offering value, and that's not doing it.

What are you buying instead? Lighter weight pieces will never carry the larger stones, which often conveyed value.

Maybe there are some innovators working on the next affordable thing, but I don't see it (and doubt it, would have occurred years ago). Maybe a hardened copper with very high quality plating could work. That's all extremely difficult metallurgically.

I've been to trade shows all over the world, along with Las Vegas, NYC, etc. I don't know of anything that would be appealing to our customers, who are typically nature lovers, and into the stones. There is really no substitute for silver jewelry.

Any inspirations or ideas appreciated. Mostly posting to check the community sentiment on this.

Whenever I'm driving at dusk, and even in the rain, it amazes me that the majority of people don't turn their headlights on.

I understand that electricity is very expensive and so is gas, but having your headlights off doesn't save anything. Twice I have held my hand out and gestured like Pac-Man eating some fruit to let people know their lights are off. Because that's what we do where I am from. It's considered a friendly and considerate gesture. Both of those times I was met with immediate and somewhat extreme aggression lol. How do you hand signal to another driver thier lights are not on? Do people just enjoy the challenge of driving in the dark and are not concerned with being seen by other drivers?

Colorado "at-will" employer (can terminate for any reason)

I'm a business owner and have an employee who stays in an apartment contingent on the employment. If they were required to be terminated for excessively poor performance we would need the apartment immediately for the replacement. There is only one apartment.

Does this look enough to cover me? If any wording is off, please point it out. It's from a number of years ago and I'm not at all sure of it's current merit.

It may be worth noting I am not the owner of the building. The apartment and retail space are one lease and connected and that is the purpose. Do I need to include any sublease info or anything pertaining to the property owner? I listed myself as landlord because in this case I am providing the housing to an employee.

Any suggestions greatly appreciated. Thank you.

EMPLOYEE HOUSING LICENSE AGREEMENT

This Employee Housing License Agreement (“Agreement”) is made effective this15 day of May, 2026,

by and between:

Employer: ______________________(“Company”)

Employee:__________________________(employee)

1. PREMISES: Company hereby grants to Employee a personal, revocable license to occupy the following premises: Address: _____________(“Premises”).

**2. PURPOSE AND TERM:**This Agreement is entered into as part of the Employee’s compensation and in furtherance of the employment relationship. This License shall commence on 5/17/26, and terminate automatically upon the termination of Employee’s employment with the Company, for any reason, voluntary or involuntary.

3. LICENSE, NOT A TENANCY:Employee agrees and acknowledges that this agreement creates a "license to occupy" under Colorado Revised Statutes § 8-4-123, andnota residential lease or tenancy. Employee has no property interest in the Premises.

**4. TERMINATION OF OCCUPANCY:**Pursuant to C.R.S. § 8-4-123, this license to occupy the premises may be terminated at any time after the employment relationship ceases. A written notice of termination will be provided, and the employee must vacate the premises three (3) days after receipt of such notice.

5. EMPLOYEE OBLIGATIONS

• Occupancy: The premises are for the sole use of the Employee.
• Conduct: Employee agrees to comply with all company policies, including those related to noise, smoking, pets, and safety.
• **Maintenance:**Employee shall keep the premises in good, clean condition.

**6. TERMINATION:**If Employee fails to vacate the premises within three days after receipt of the notice of termination, the employer may contact the county sheriff to have the employee removed from the premises.

Signed/date:

Employee

Employer

Colorado "at-will" employer (can terminate for any reason)

I'm a business owner and have an employee who stays in an apartment contingent on the employment. If they were required to be terminated for excessively poor performance we would need the apartment immediately for the replacement. There is only one apartment.

Does this look enough to cover me? If any wording is off, please point it out. It's from a number of years ago and I'm not at all sure of it's current merit. Thanks!

EMPLOYEE HOUSING LICENSE AGREEMENT

This Employee Housing License Agreement (“Agreement”) is made effective this15 day of May, 2026,

by and between:

Employer: ______________________(“Company”)

Employee:__________________________(employee)

1. PREMISES: Company hereby grants to Employee a personal, revocable license to occupy the following premises: Address: _____________(“Premises”).

**2. PURPOSE AND TERM:**This Agreement is entered into as part of the Employee’s compensation and in furtherance of the employment relationship. This License shall commence on 5/17/26, and terminate automatically upon the termination of Employee’s employment with the Company, for any reason, voluntary or involuntary.

3. LICENSE, NOT A TENANCY:Employee agrees and acknowledges that this agreement creates a "license to occupy" under Colorado Revised Statutes § 8-4-123, andnota residential lease or tenancy. Employee has no property interest in the Premises.

**4. TERMINATION OF OCCUPANCY:**Pursuant to C.R.S. § 8-4-123, this license to occupy the premises may be terminated at any time after the employment relationship ceases. A written notice of termination will be provided, and the employee must vacate the premises three (3) days after receipt of such notice.

5. EMPLOYEE OBLIGATIONS

• Occupancy: The premises are for the sole use of the Employee.
• Conduct: Employee agrees to comply with all company policies, including those related to noise, smoking, pets, and safety.
• **Maintenance:**Employee shall keep the premises in good, clean condition.

**6. TERMINATION:**If Employee fails to vacate the premises within three days after receipt of the notice of termination, the employer may contact the county sheriff to have the employee removed from the premises.

Signed/date:

Employee

Employer

I have a small store which sells jewelry which I hire someone to run for the summer.

Approx. 40 hrs. per week. Employee will relocate from out of state to the apartment attached to the business storefront.

My main concerns:

1. Employee finishing the season once they start. Rehiring midsummer takes multiple weeks during peak season and is not feasible or sustainable.
2. The position is sole-operated which puts the store's inventory (~$30k wholesale value) at risk of theft. There is no POS system currently which would be a great first step, there are cameras but not feasible to monitor consistently. Google: "Employee theft in jewelry stores accounts for 41% to 50% of total inventory losses."

One concern with jewelry is many people have an Etsy page or sell things on Facebook or festivals or wherever, and this would be incredibly easy for them to do. Past employees have suggested to me to post things from the store onto *their* selling page. And there are basically no defenses against it without the POS system. I'm looking into that this week but I believe the cost may not be worth the assessed risk. I believe in 90% of those cases you may have some small manageable loss, but the likelihood of someone going rogue is a very small percent.

Even though this is a sought after position with 60 applicants and I pay very well and do my best to screen applicants, you never really know who you are hiring.

If you were face to face with a prospective hire on a zoom call and you wanted to bring up the issue of trust, is there a way to tactfully and effectively do that?

I imagine it's considered outlandish to be so forward as to say "this is a position of significant responsibility and trust, what can you say to reassure me that this is a suitable role for you and why you should be entrusted in this position and if you think there would be any challenges with that?"

Obviously this is on the nose and many people would recoil hearing this. Some would walk away out of being grossly offended by having their integrity questioned.

Is it a crazy idea to include a final clause mentioning the responsibility and that "embezzlement is a felony due to being performed by a person placed in a position of trust, and will affect an employee's legal record and future hiring possibilities."

Perhaps this is better posted on a notice board in back (or nowhere at all?) but I won't have the opportunity to do that. It certainly could be a bad idea, not constructive, create tension/distrust, or even be interpreted as a threat?

Colorado is an "at-will" employment state and I would like to retain to the right to terminate in case serious issues arise, which I've not done before.

Should I just make a simple agreement with : business name, location, her name, expected end date, and approximate hours? To create a document showing she was placed in trust of the store? What else should be included?

Should I Not have a contract at all, and just confirm her employment through an email? I ask for a copy of their DL as required for federal employment verification.

There are those who are going to read this with great offense and say "if you don't trust anyone just run it yourself", or "pay people more if you want them to be trustworthy" and take great offense that I bring up the subject. Working at a small jewelry store is similar in some ways to working at a small bank without supervision. Cameras can help as a deterrent but no one is monitoring them 24/7.

Any suggestions are appreciated, thank you very much.

LOCATION: CO

I have a small, remote tourist town jewelry store that I hire one person to operate during the summer. The position comes with a small furnished apartment. Jewelry costs $20 to $80 and there is up to $30k (wholesale cost) inventory at risk.

I am not near the town so I am relying on the good faith of the employee to not take advantage and take inventory, or sell it on the side or on an etsy or ebay page. This would be extremely easy to do and I have no protection from that beyond trust. There are cameras but even catching something in the act is very difficult , never mind the 99% of unmonitored time. We do a beginning/ending inventory but that's not going to reveal much detail.

The person I just hired is 50 years old and seems ok, but is also a kind of free spirit traveler who goes to festivals and travels in a van, which I was piecing this info together after hiring. She is not on site yet and I will ask her to sign an agreement today or tomorrow. However CO is also a "at-will" state where you can terminate for any reason and I don't want to limit options in case something detrimental comes up, which has happened before on occassion.

An electronic inventory system would be ideal, a POS system with bar codes for the jewelry. Short of that, I'm wondering how to best protect myself.

Is it ok to include a clause stating that embezzlement is a felony and more serious than theft because it's done by someone placed in a position of trust. I wonder if that's legal to include in a work contract or could be taken as a threat.

There is the possibility of saying "this is a position of great trust, can you reassure me that this is a suitable role for you and why I should trust you in the position?" Obviously this is on the nose and many people recoil at things like this.

What should be the terms of the contract?

I am a sane rational person who would never attempt to hold an internet commenter responsible for my decisions. Any suggestions will be researched for relevancy.

Does a simple clause reserve that by saying "employer reserves the CO "at-will" employment regulations in all aspects of employment and the right to terminate for any reason."

Is it legal to say "employee agrees and understands that being sole operator of the business assumes significant responsibility, and employee agrees to work through the end of the season in Oct. The rehiring process takes several weeks and would cause significant losses to the business which are not feasible or sustainable"

I get that sounds like a big mean business owner putting the weight of their business on a poor employee, but I've never fired anyone for performance reasons I just want them to keep the store open and finish the season. If they leave in the middle of the season it means the business takes a loss for the year. Profit margin is not enough to sustain that kind of disruption. When people hear this they tell me to close my business, well we've operated for 10 years like that and only had occasional issues. I'm very kind considerate and patient with employees and most come back for a second year.

I also understand from HR reddit that I am grossly ignorant to so many laws and regulations, and the primary focus has to be avoiding those things at all cost.

Is there something to include that would make an employee less likely to steal? Is a mention of legal consequences of embezzlement appropriate in a work contract?

Should I have a Work contract at all or just include the housing contract?

At its most basic I could have a work contract including her name and agreement to do her best to complete the season with an approximate range of work hours, something basic to show that she was placed in responsibility for the shop in case any theft were to occur there is a paper trail. We've been emailing so I could also simply acknowledge her employment with an email, and ask for confirmation.

--------

Housing:

Colorado worker housing laws have a "license to occupy" regulation, allowing eviction in 3 days but it only mentions businesses which offer housing due to "wanting to have employees on the premises at all times." So under careful review I may fall out of that qualification.

For the "license to occupy" clause I'm copying:

I) names of the employer and employee;

(II) license to occupy the premises is provided to the employee as part of the employee's compensation and subject to termination at any time after the employment relationship ceases.

(III) address of the premises (IV) The signature of both parties.

Thanks very much.

*edit* - the response has been overwhelmingly "Do not do this." I will heed the advice and consider the matter solved. Thanks very much to all! *edit*

If you have a online listing for a job, say in Colorado, and you get people from all over the country who are wanting to move to CO, is it advisable to when you reject their application to offer them supportive advice on their job search?

What I've Learned from the helpful advice here is to keep it simple, and keep the conversation focused on the job and responsibilities and not on the applicant, at least in job listings.

For example, in response to an entry level job:

If your goal is to live in CO this summer, keep an eye on the listings. Something to consider is many towns have a specific Facebook page for example:  "Jobs in Fort Collins" or Boulder, etc.  

Many businesses are in need of employees to help operations, however the biggest challenge is housing due to the impact of short term rentals in tourist areas.  That also drives up the costs of remaining housing.  However it does often lead to a shortage of workers in the area. Some towns have even gone so far as to allow camping in the area longer than normal for people who are actively working.  The cost of living is quite high in CO and I've even seen McDonalds starting at $22 in some areas. 

I can't help but identify with those who have a dream to travel so I would be thrilled to receive something like this. However I'm aware there are a lot of legalities that I don't understand and don't want to get caught up somehow.

For example someone could be offended for this reply for whatever reason (mentioning camping?) and then go looking for a a problem with some tiny detail in the job posting and try to create an issue for me. Attempting to help people can backfire. Thanks!

I'm posting a job listing to operate a retail store at 7,000 ft. It's a remote location and will be seen by people nation wide.

Is this wording ok?:

*edit- I've been advised to remove all descriptions of applicants and include only the details of responsibilities required for the job, and describing the environment where applicable. edit*-

Maturity is specifically mentioned because the people who have successfully fulfilled the position have all been more mature minded people with more life experiences, know themselves well, and are able to make decisions and follow through with them.

I've had young people do it successfully because they were mature minded. I do understand that these words can be used against you. I wish I could state this more succinctly. I have no age preference, just that they are mature enough to make decisions and follow through with them. That takes a degree of life experience for most.

The listing also includes several mentions of "opportunities to go hiking and Jeeping in the area" because it's a remote location. Is there any problem mentioning non-work activities that may not be accessible to some people?

During the interview process, what is the best way to ask them if moving about the store and being at altitude will present any challenges? Not to mention, it's a small town and all businesses have step up entries of at least 2 steps. I can't think of a single store in town that is wheelchair accessible for example other than the post office.

Thank you!

Not an ad. I'm a recruiter hoping for suggestions on where to best post a job offered for a very unique management position (candidate sourcing). This is a forum of recruiting professionals, not people seeking jobs.

The position is for a small gift shop in a remote tourist town in the Rockies. It's of course very expensive to find apartments there due to airbnb etc., like all tourist destinations.

It's seasonal for May - October. It's an incredibly scenic idyllic town in the heart of the mountains, think Telluride on a smaller, more rugged scale. So for the right person this is a dream job, to have a an apartment attached to the retail store in one of the most beautiful settings in N. America.

The candidate must assist women in selecting outfits etc., so I would aim ads more toward a female demographic. Retired couples have also done it.

It has been posted to Workcampers previously, because those are people who are ready to go out and explore a new geographical area for the summer. However most of them have RV's and are looking for a place to park their RV's whereas this is a position with an apartment included and no place for an RV.

Of the common websites: Indeed, LinkedIn, ZipRecruiter, Glassdoor, Monster, CareerBuilder, Talent.com, reach.Google for Jobs.

Is one more affordable and suitable in this situation?

It's almost the kind of thing to post somewhere to Facebook where people would see it and think of a friend who it would be perfect for, for example a single mature woman who would like to experience the mountains for a summer. Are there FB pages best for that?

It's not a highly profitable enterprise, nor a vast budget, so economical solutions are sought.

It's challenging hiring someone remotely who you have not met face to face and trusting them with the keys to a business. Of course you can build a relation ship through zoom, but if anyone has specific suggestions on assessing people's trustworthiness, please advise.

The basics are usually a background check, personal and professional references, a credit check. Asking for a photo of their driver's license upon hiring. Then proposing questions involving moral or ethical decision making.

Any suggestions greatly appreciated, thank you!

Temu is an absolute sh!t show of fake promotions, refunds, rebates, etc. We all know that.

Does anyone know what their actual policy is if you pay for an order but some items don't ship because they are out of stock? Or if a seller didn't ship them?

Is it up to you to catch that? Or do they refund you automatically? If you receive an order of 200 items is it important to go through every single one and try to catch any of their errors? Or can you basically trust that what you paid for you will receive?

For example I just placed a $500 order which ships from 5 different sellers. The next day I received this email: "Reimbursement Update: $75.96 Pending"

There is no notice that anything was out of stock or anything, is this just a scam attempt to get me to interact with the website and waste my time? What does it actually refer to?

I have spent literally two hours in the last two days asking them that, and trying to resolve a couple of other issues. And also to get clear on their policies for example what I mentioned above, and they offer absolutely zero assistance with anything. They just give you the run around and cannot answer a single question ever unless it relates to a specific order. If you ask them anything about their policy you just get the runaround and zero answers.

Then they asked if one of the questions I'm asking is related to an existing ticket. I wasn't sure what the ticket was so I asked and they sent me a link and the ticket literally said nothing about what the issue was about. it just said we are trying to resolve your issue and we'll let you know as soon as possible.

I've been doing business 30 years and they are the most insanely infuriating ridiculous business I have ever in my life encountered. obviously some of the prices are very good so I just want to understand how to use the website and make sure I'm not getting ripped off.

I completely ignore all of their promotions, spinning wheels, etc., is that wise to do? The couple of times I tried to, it it was an endless game of whack a mole. I don't have that kind of time to save 12 cents.

If some of my orders including ones from different sellers are not completely fulfilled and are missing items, will I automatically be refunded on my credit card or will they try to seduce me into some sort of game or credit towards other BS items? Are there any other business owners who have used the website reliably multiple times for $300+ orders, without issues or is this a disaster waiting to happen? I was going to spend $800 but got sketched out by the experience so dialed it back.

I will say that if it weren't for all of the pop ups and promotions and notification hassling, the website does work well, with good hyperlinking. I just warn you to never contact customer service for any kind of policy question they will not answer it.

Do you place large orders with them? Are out of stock items automatically refunded? Or are they cryptically given back in "credits"? Do you have to carefully inventory every single item and make sure they shipped what you paid for? Thanks!