u/skratchpikl202

I live in a 750 sq ft 1BR apartment and see the JBL 300MK2 is currently on sale for $279.99. I want a good budget-level soundbar but also something that won't piss off my neighbors (eg, too much bass). I want clear, immerisve sound (including voice) without tumbling bass.

I read that this one is a solid choice? Any thoughts? Or better models in a similar price range?

Has Ticketmaster resolved the "Unable to Transfer Tickets at This Time..." issue yet? Or should I be requesting a refund from SeatGeek and buying tickets at the venue if they haven't sold out yet?

Partials OK. Original Le Labo bottle preferred.

I have a bunch of their boots and love them. The brand also seems to be gaining more recognition in the boot/heritage world.

In case anyone in DC wants to check then out, they're having an event on Saturday, August 29, in Takoma Park:

https://www.peerspace.com/invite/pid-BJuVB1pSGe

I'm transferring an old 401k (not fidelity) to my current company's (Fidelity). When I spoke with Fidelity, they said the plan accepts pre-tax (traditional) and Roth taxable and non-taxable. They said it DOES NOT accept "after tax." When I called the company handling the transfer, they said Roth, by definition, is after tax, so they have no clue what Fidelity is talking about. They said the entire 401k, which is majority traditional and a very small percentage Roth from a previous rollover, needs to be transferred in one go, so I need to clarify.

Anyone have any insight into this? I'm calling Fidelity again tomorrow, but I'm already confused.

Out of these three, which one are best to home use?

The 8 and Go + Play are both $149.99 right now, while the Onyx 9 is $224.99.

I live in a 800 sq ft apartment and will primarily use it for music, but how do they sound for films? Should I get a pair of whatever I end up choosing?

I started a new job and will be transferring my 401k to my new job's account. I'm not very well versed in investing to begin with but want to invest it in stocks with a historically strong and stable rate of return.

Friend of mine recommended 80% VTI/20% VXUS, which I believe is Vanguard. What is the fidelity equivalent? Is the a good mix, or should I look at other options?

For reference, I am in my early 40s, current 401k has about 60k in it, and I have about 11k in CC debt. I'm behind so I plan on investing as much as I can once I knock out the CC debt in a couple of months. Any advice would be appreciated.

UPDATE: It was still under warranty from VZ, which is why Assurion was not involved. Someone along the way processed it as an "upgrade" instead of a replacement. The phone was also "stuck" in "processing" because they didn't click something, so I couldn't have done an upgrade even if I wanted to since they wouldn't be able to assign my number to a new phone. I basically had to force them to call tech support and sort it out.

My phone stopped working yesterday, and I brought it to the Verizon store that afternoon. They confirmed it was under warranty, were on the phone with the corporate/technical rep where they confirmed a replacement would be expedited and shipped to me by noon today if I paid an 19.99 fee. I'm going out of town tomorrow, so it was critical I got the phone today.

I noticed that I never received an email or tacking, so I called the store 3 times throughout the day to confirm everything was OK (I also contacted customer support online). They just said it was unusual I didn't get an email, that it was pending, and that as soon as UPS picked it up, I would get the tracking information. Each time I was assured there wasn't an issue and told I "would definitely get the phone" by today.

Fast forward to today: Still no email, so I called tech support who informed me that no one ever signed off on the terms and conditions, so the phone was never released. Mind you, I was at the store where they said everything was fine and there was nothing else I need to do.

Now, my only options are: a) go on my trip without a phone, b) do an upgrade to a new phone/plan, which will cost me $$$, or c) have it delivered to the rural, middle-of-nowhere place where I am visiting (and they cannot confirm if I will need to be there to sign for it).

Any current or former employees have any advice as to how to approach this when I go back to the store this morning? They really screwed this up, and now I'm in a bad position given that I am leaving in less than 24 hours. Any chance they will upgrade the phone for free, provide a loaner phone, or allow me to keep my current plan? Any advice would be helpful.

I accepted a job offer last week. Then offer letter had the tentaive start date of June 15 (or shortly thereafter), butnthe recruiter was hoping I'd give notice while before everything cleared and I had the final offer, which I would never do. While negotiating with the recruiter and figuring out transition/logistics/checks, we moved it to June 29, and he said it wouldn't be a problem.

Everything cleared this week, and I told HR and the team lead that I could start the 22nd. However, after giving notice to my current employer today, I realized how busy these last weeks are going to be. I also reflected on how stressed and burnt out I am coming from a high-volume/toxic work environment (I haven't had a real vacation in almost two years).

Is it a bad look to ask the team lead (who said in their email that they hope I'm taking some time off between jobs) if it is OK to move it back to the 29th? I'm totally cool if they say no, but I don't want to look flaky or annoy HR or the team by going back and forth. I told both HR and the lead earlier today the 22nd was fine, but this was before I gave my notice and had some time to reflect.

Is it reasonable to ask? Or is it not a good idea?

I'm excited about the job, but I also know it will be another high-volume environment, and I won't accrue any meaningful PTO for the first few months.

For context, this is the legal field, senior admin role, and my internal referral said they really want me.

Tldr: Accepted an offer with a start date on 6/29 (original offer date was June 15 or shortly thereafter, but that was with the recruiter wanting me to give notice before final offer/compliance checks), told HR and team lead I could start the 22nd (yesterday), but after giving notice and realizing transition logistics and how burnt out I am, I want to move it back to the 29th? Bad look? Or OK to ask? I'm totally cool either way.

Received a job offer this week and accepted. I asked if we could keep the start date fluid until all the background/compliance clears and I have the final offer in hand. At that point, I would give my notice (I'm also taking about a week off between jobs). I told the recruiter that if everything clears fast, I'd be willing to move the start date up since I know they'd like me to start soon.

I do want my week off in between just to take a break, but at what point is is "safe" to put my notice in at my current job? I was referred by one of their employees who told me they really want me.

I'm slightly concerned if everything clears, I give my notice, and for whatever reason the start date is a ways off, they might not want to wait. I don't want to not make money past 1-2 weeks either. But my primary question is when is the best time to give my current job notice that I am leaving.

I currently have a job offer for a senior role in the legal field. I have two convictions in Va, both misdemeanors, in 2014 and 2001. The 2014 conviction is for Harrassment by Computer (amended from violation of a protective order). It occurred when an unhealthy relationship ended. The person filed a protective order against me, and I sent an email apologizing not realizing at the time that was a violation. Since the email was an apology and was non-threatening, non-violent, and not a domestic issue, they lowered the charge. I completed probation and all court requirements. I also stopped drinking at this juncture in my life.

Since then, I have been employed in a similar role in the legal field and as a contractor for the federal government, where I was favorably adjudicated during the BI process and granted a clearance.

My other issue was a 2001 misdemeanor pwid marijuana conviction in a state where it is now legal. The state is also going to begin sealing records, which I am going to apply for, later this year.

For the government, they really dig in and you have to explain everything. For other jobs, I have consented to a BI and never had an issue. However, this particular job specifically asks if I have EVER been convicted and to list the charge, date, and explain what happened.

How much of a red flag are misdemeanors of this nature and with this time elapsed?

When explaining, especially the more recent one, is "less is more" unless they follow up with me? Or should I try to explain the entire situation? I'm wondering if I should limit information on the form and explain if they follow up? Or if I should provide an in-depth explanation on the form itself? Also, I don't know if zi should point out that I have not had any issues since, am sober, have been employed in professional roles, and obtained security clearances since.

I'm concerned about mentioning the protective order since I was never convicted of that, and also mentioning an ex-gf since it might appear domestic (it is not classified as such). The email itself was apologetic in nature.

If anyone has any tips on how to approach this? Or if this something to be concerned over or not, I'd appreciate any insight.

Edit: I'll be working remotely in DC for an office in another state.

I'm happy to say I interviewed with a company today and received an offer by COB. I was part of the DOGE cuts last year and ended up taking a 25k pay cut at my current position, simply because that was all I could find at the time. The offer I received this evening gets me back up to my previous salary and the workload seems more balanced. Both roles are remote.

Since I'm happy with the offered salary and it clocks in right around what I asked for, I don't think I'm going to negotiate it. After months of looking, I don't want to risk losing it over a couple thousand.

The one item I might negotiate is PTO. The offered role is only 12 days PTO and 8 sick. It is also prorated, so I'll likely only get 6 days of PTO and 4 sick days for the rest of the year. My current role has 25 days PTO (sick/vacation combined).

Is it reasonable to try to negotiate 15 or 17 days PTO? Or is that risky in this market? My other thought is possibly seeing if I can push the start date by a week and take a vacation in between starting dates to offset the PTO if they say no to any additional days.

Thoughts?

TLDR: Got a job offer with a 25k bump. I'm cool with the salary but PTO is kind of weak. Worth negotiating additional PTO? Or risky in this current market/climate?

Currently working in immigration law, but I'm looking at more specialized roles (legal writer, etc.) And came across Ogletree. I'm wondering if anyone who works there can give me insight into the culture, work-life balance, caseload, etc. Basically, the pros and cons.

I imagine it might be location-by-location or team-by-team, but I'd love slme feedback (and if there are any offices to run away from/embrace with open arms).

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I was reading through a previous eQip (from about 6 years ago) since I might need to fill out a SF again soon and realized I put the wrong dates for one of my old apartments. I just noticed it, and I was favorably adjudicated at the time.

I have no idea where the date I put came from and certainly didn't mean to put the wrong date.

For the new SF, should I put the correct dates and leave it at that? Or should I make a note that I entered in the incorrect date on my previous form from 6 years ago? Any potential negative impact here?