I work In Indiana. Upper management is trying to save money by telling technicians that their first drive to a customers house is on their own time. They dispatch from their house drive a company van 45 minutes to get to a customers house. Now they won’t get paid for that drive. Where they used to get paid. Is this legal?
In a local facility all inmates are required to converse with their lawyer via monitor and within ear shot (a few feet) of a correction officer.
I’ve seen this post several times through the years . The people who volunteer are mostly 65+ . I fell like it’s taking advantage but not sure if it’s legal or a gray area ?
Edit for clarification.
I have been a vendor at one of the locations . I didn’t work the counter so I paid full price for the booth I rented plus fees . The volunteer position is you work at the register and check out any items that are purchased from any booth . The best booths are the front ones . So the ad basically says we will only rent the booth to someone who will volunteer a certain amount of hours and get a break on rent and fees in exchange for. This is how all the “employees” are done . I believe there is only 1 paid employee who is the manager .
I was walking late at night, planning to swim afterward but the pool gate automatically closes after 9PM, even though I have a key. I climbed over the fence and went swimming for a bit. I wasn’t like, vandalizing or anything.
Now I’m freaking out that I’m gonna get arrested or something 😭😭
Say someone works an overnight security job they take their 30 minute break. In that break they take a 15 minute nap and come back 15 minutes earlier than the whole 30 minute break. Is it wrongful termination (USA,PA) to fire that person for doing that?
Me and my girlfriend were on some video chat thing like omegle and some dude was hitting on her etc. trying to be funny and stupid in a way i say i say stfu i will kill you then skipped him. I wasnt angry and i didnt actually mean it but i said what i said and i cant take that back. It was very immature on my part and i feel bad about it. Im also nervous about legal consequences or if it was illegal in the first place. This isnt something iv ever said before and im a dumbass for it, but would be happy to have some thoughts on it.
Location: Texas
Employment law question
Timeline of events:
Early Q4 2025: formally emailed HR and requested ADA accommodations for 2 covered mental health disabilities
Very Late Q4 2025: received HR email requesting more medical information but temporarily approving some accommodation requests. The email demanded the additional info with 8 days, during the week of Christmas. I reached out to HR and explained that my Dr was booked out until March and the best I could do was change my monthly virtual appt (scheduled for Jan26) to an in person appt in order to get the additional paperwork filled out. HR agreed to be wait until my Jan appt for the paperwork.
This is where it gets convoluted: very shortly after I submitted the ADA accommodation request, I started experiencing chronic physical pain
By the time the end of the 2025 rolled around, I was no longer able to work my hybrid schedule. I need to take frequent breaks throughout the day to rest in bed to help alleviate some of the pain. I communicated this with my boss and began seeing a chiropractor 3x/wk for help who was providing me with weekly WFH notes, of which I provided to my boss every week.
During my conversation with HR in very late Q4 2025, I explained that I had another situation that was NOT related to the ADA Accommodations I was requesting but that was effecting my physical health and my ability to work in office. I told her I was regularly communicating with my boss about this and was providing him notes from my chiropractor but wanted to make sure I was covering all p's and q's and ensure HR didn't need anything additional from me. I was assured that as long as I was communicating with my boss, HR did not want to get involved.
In Q1 2026, I went to my mental health doctor, got the additional paperwork for my ADA Accommodations request and provided them to HR, asking for confirmation that this was sufficient for them and I did not need to supply anything else. I never received a response.
In the same month, HR demanded that I come into the office to take a meeting with HR, my boss and his boss in order to get everyone on the same page regarding my (at that point 100% WFH status). I had since stopped seeing a chiropractor and was providing WFH notes from my PCP, per HRs request and was trying to get insurance to approve a MRI test. They denied the order my chiro sent in, stating it didn't show proof of "medical necessity" and were considering my PCPs MRI order. During the in-person meeting (I had a note from my Dr that I needed to be WFH but HR still insisted I attend in person), in which neither the HR rep attended at all, and my boss's boss called in through Teams, I told them (I have the recording) that I could no longer work OT hours, that certain parts of my job required OT hours, and that my health had deteriorated to where I couldn't work even 40 hours/wk, but we had one of those required OT hours work process coming up soon. No support for me was discussed.
In mid-Q1 2026, when I failed miserably to meet my deadlines during the required OT job process, I received an ambiguous email from HR that made it sound like they were no longer approving my WFH status. Attached to the email was FMLA paperwork with a deadline of having them completed and returned "if I needed to". I sent 4 emails asking for clarification and got no response, so I spent 2 weeks not working and trying to get an answer from them. I also went to my PCP, had her fill out the FMLA doc's and returned them prior to the due date. On the day I returned them, my boss placed me on a PIP. I argued that I could not meet the requirements of the PIP based on the limitations of both my FMLA intermittent leave from my PCP and the accommodations I had requested back in 2025.
Approximately 2-3 weeks later, the PIP was redrafted and a meeting set between my boss, the HR rep and myself, to discuss how THIS PIP accommodated my FMLA reduced hour schedule and WFH directive, was extended from 30 days to 45 days and, even though it was based on my performance during our required OT hours job process that occurred in mid-Q1 2026, it was in no way discrimination or retaliatory in nature amd perfectly legit.
My FMLA documentation, which I'd heard nothing about since turning it into HR, was suddenly approved and BACKDATED to the very first appointment I had with my PCP, clearly covering the time frame in which the performance problems that caused the PIP had been based on, and the FMLA expiration date was set for the last day of Q1 2026, which was only 2 weeks away.
I finally paid out of pocket to get my MRI done since I wasn't getting any traction with the insurance company and had an appointment scheduled with a pain mgmt Dr for the last day of Q1 2026 to review the MRI results.
Keep in mind - all the medical experts I'd seen so far for this issue (4) and I thought it had something to do with a herniated or bulging or slipped disk. I had been on mild pain killers, muscle relaxers, anti-inflammatories and corticosteroids since January and had seen no improvement. The general belief was that I needed a steroid injection into my vertebrae and then physical therapy.
Which is why, when I went to the doctor appointment on the last day of Q1 2026, I was stunned to learn that I had metastasized cancer.
The beginning of Q2 2026 was a whirlwind of doctors visits and tests, scans, images, bloodwork...everything. All while managing my reduced work load and, considering the stage 4 breast cancer diagnosis slapped on me, I pulled off pretty well.
However, before my PIP expired, and before I even got the approval to extend my FMLA (of which I was provided papers and turned in on time), I was terminated due to my performance.
My main question here is: I know it is not illegal to be an asshole and fire someone for no reason or any reason at all, and these guys were definitely assholes for how they went about things, but did they break any laws? It's not against the law to be an asshole, I get that.
Location: california
Hello everyone, this message is just to let you all know I'm leaving effective immediately. I value my self-respect too much and I refuse to continue working for someone so immature and disrespectful, someone who believes a disqualifying factor to being a manager is not attending “unpaid mandatory meetings outside of working hours”and takes it as a personal offense when we choose not to go to said meetings, someone who claims we are like family yet makes up lies behind our backs, they claim they cannot let us be unsupervised yet they only create problems whenever they visit our stores, and also they make promises they never intend to keep simply to give you false hope and keep you around longer. Clearly, we are not valued as our effort means literally nothing to those who stay. I wish all the best and good luck dealing with this toxic place.
I was at a mall today and a lot of the stores were still open and there were plenty of people in the mall. We tried to exit out the same door we came in. But there was a sign on the door. And all the doors were locked. I can’t remember exactly what the sign said. But it had a phone number and said to call security after 8 pm (and it was 7:59). So we had to walk all the way around the building to find another exit and back around the outside to get to our car.
Is this illegal? And should I file a report?
They towed my vehicle at the request of Clay Counry Sheriff. Services completed were a tow of a couple miles and held my car in an unsecured lot for 4 hours.
The first unprofessional act was when given my amount due. I asked to see the invoice and I was told no. I was literally not allowed to hold it in my hands and read it. I was told to take a picture if I wanted to read it (photo 1.)
The second photo is for everyone that likes math. I’ve tried numerous ways, but my charges differ from my total which differs from the actual charge on my card.
I was denied a refund. I contacted the Attorney General and they tried to mediate. However once my line of questioning got to be too much for owner James Lemons, I was ghosted.
In my opinion they have been price gouging those in need of a non consensual tow. Not to mention skirting the lines of the law hiding behind Clay County. They perform regular tows within the city limits of KC but do not even abide by the KC Towing Bill of Rights.
Thanks L-L Towing for showing me how much the community you are in means to you. Glad all of us could help you build a business. Next step, buy a calculator. 🙃
I included my last email to the Attorney General. I have yet to get a response from James Lemons.
Update. 5.20.26. After my post of a review I was contacted by the attorney general with James Lemons reply to my questioning. You can see the reply in the last photo. In short he avoiding answering any questions and simply stated, “I have stated how our company does business.”
I saw a video on YouTube and some guy got detained for being "suicidal"? like what are they just gonna throw him in jail and let him get even worse. i hope its not the case
I’m being placed under arrest. I am complying with all of the officers instructions. I am not physically resisting however I am verbally stating “I am resisting arrest”.
I recently made a tiktok named joywaze if I grew it could waze sue me for trademark and make me change it?
Hi, i’m an Embedded Linux engineer at European company. Today i was called to the meeting and heard that I’ve „stolen company’s IP” by publishing linux kernel (without DTS, Secure Processor integration and everything what can be called IP) only preempt patches, merging two FOSS (still publicly available) branches from our vendors to make unified codebase and avoid switching upstream while making downstream changes.
Is the behavior like that acceptable and legal at all?
Credits:almaahusnic
The lady clarified she has been paying rent & security deposit upfront, but the Owner isn't countersigning the lease. The owner leaves her on seen when she messages. The owner doesn't deny the lady from entering the rental home. Also there's repairs that need to be done urgently but the owner keeps leaving her on seen.
I'm a manager at a gas station in Colorado, none of the employees there get breaks. There are only four employees, two regular and two managers.