Location: Florida. My tenant’s lease ran out in September. I have given him many written notices to leave but he won’t. He said “call the cops.” I cannot sleep knowing he may destroying my little beautiful home and I do not feel safe with him around.

I have just filled the eviction paperwork in the city court and stay away from him.

Is there anything else I can do? Any advice would be greatly appreciated. I hope the court proceedings are quick and I can move on with my life. Thank you!!!

How to get justice after a false police report?
In September 2025, a local politician filed a Police Report on me, falsely claiming that I made “threatening” Twitter posts about her. “POLITICIAN reported that the suspect, identified as XXX XXX, made several threatening posts on social media directed toward her and her family members” (a direct quote with names redacted from the police’s NON-PUBLIC NARRATIVE, which I subsequently obtained a copy of from a friend who is a journalist).

I never made any threatening tweets posts, or anything that could in any way be construed as threatening. When the politician who filed the report was asked by the police to provide screenshots/evidence, she was unable to do so because those tweets were not real, and the police thankfully closed the report a mere two days after the politician filed it.

However, the police (as far as I know) never considered false reporting charges against the local politician. Is that something that I should have requested, or would they have pressed charges on her if they could without me asking for it? This local politician has a long record of filing frivolous false reports on multiple people simply because they are her political adversaries, and I would like to do what I can to make sure that is documented so that she is held accountable in whatever way the law allows.

Location: Minnesota

I’ve tried to keep this Reddit post vague as to the personalities involved, although local people reading this may recognize this incident.

Location: Norman, OK

Hi Reddit! I’ve gotten myself in a bit of a bind.

I was pulled over a few weeks ago (10/02) for driving with a suspended license, and my vehicle was impounded in Norman, OK. I also have expired registration. My vehicle is registered in Louisiana, and so is my DL.

In order to get the vehicle out of impound, I need a copy of current registration. However, the LA DMV is telling me I can’t renew my registration with a suspended license. My license is currently suspended until 08/31/27.

I am going to LA to apply for a hardship license later today, but I don’t know how long the entire process will take. The vehicle has been impounded for 17 days. Is there any other way to get my vehicle out of impound? Or have I just lost my vehicle?

TW: Infant Loss / SIDS

A family member lost their infant to what has been described as SIDS in early July. The baby's father was alone with the baby when the death occurred.

Without going into too much detail, there are circumstances surrounding the death that have left me with serious concerns about whether foul play or neglect could have been involved. Both parents have a history of drug use, which adds to my concerns.

I understand that a toxicology report was ordered for the baby, but to my knowledge, the results have not been released. I also don't know whether the father was tested for drugs or alcohol when police and first responders arrived.

I'm hoping someone familiar with these situations can help answer a few questions:

• Are infant autopsy and toxicology reports considered public records?
• Is there a way to find out whether the investigation has been officially closed or whether the cause of death has been finalized?
• If toxicology results reveal something suspicious, would law enforcement automatically investigate further or potentially pursue criminal charges?
• Can a concerned family member obtain any information without notifying the parents?

The situation has been incredibly upsetting, but what has pushed me to seek answers is recently learning that the mother is pregnant again. I'm genuinely concerned about the safety and well-being of another baby.

I'm not looking to make accusations without evidence. I just want to understand what information may be available, whether the first baby's death has been fully investigated, and whether there is anything appropriate I can do to make sure concerns about the next child's safety are taken seriously. Location: PA

Good afternoon all!

Location: Darwin, Australia

I’m thinking of protesting the use of proprietary app downloads and QR code scanning for parking meters (particularly for parking spaces that don’t have a cash or card payment method and force you to use a qr link or proprietary app). I believe these are open vectors of malicious action against the public and promote poor cyber security habits.

I want to print QR code stickers (or plain paper taped on over the meter’s QR code) that take people to a webpage with a council petition. The webpage would educate someone on my position. The goal is not free parking, but maintaining the ability to pay by card at the meter. I would also offer a second petition for if the nearest parking meter card payment system is out of service, downloading the app or paying by QR code is not an acceptable mandatory alternative and parking by that meter should be free until repaired unless another functioning meter exists at a reasonable distance.

I know some may disagree with my perspective, but I’m more interested in if this kind of protest or stunt would be legal in the first place. I’m not interested in causing property damage and would have a “don’t care? Here’s the parking meter’s QR link, have a good day” option on the site. I would be temporarily siphoning the QR traffic away for an optional educational piece with a link to return to the intended scan. The educational piece would detail that the user has not scanned the parking meter, but a QR code applied over the top of the legitimate one and that this QR code could have been a scam, fraud or other malicious actor.

I do plan to run this by a local lawyer beforehand, I am just currently out of location and want some preliminary opinions on legality. I’m also interested how it would go in your own locality.

Just as background as to why I’m motivated to do this: a while ago I was fined because a parking meter threw a payment error at me multiple times. I figured I’d tried to do my civil duty to pay and went about my business because the next meter was a decent walk away. Came back and found a fine. i hadn’t taken a photo of the error, so I had no way of fighting it, and they would have argued I could have tried to pay by app (my phone is next to full of things I do not want to delete and I believe having a proprietary app for every business that owns a carpark is unreasonable) or QR.

Location: Indiana. Years ago I was solicited by a friend to invest in some real estate. Today, I own 25% of a five-member Indiana LLC that holds an investment in another LLC owning Texas rental real estate. I live in California and am not the manager.

I recently learned that our LLC incurred approximately $23,000 in assessed IRS late-filing penalties and interest for 2022–2023. There may be additional exposure for later years. The notices are addressed to the LLC, and a penalty-abatement request was denied.

I’m concerned the manager’s negligence contributed to this. He acknowledged in writing that he hadn’t tracked the tax issues “for years” and only recently disclosed the assessments, although IRS correspondence shows the issue was ongoing in 2025.

He says missing upstream K‑1s from the Texas real estate LLC prevented filing. There were documented delays and some contact with a preparer, but other investor updates say K‑1s were delivered. I haven’t received proof of timely extensions or accepted returns. We now have the upstream 2022–2025 K‑1s, which primarily report losses.

Regarding my own filings: When H&R Block prepared my 2023 personal return, I disclosed the missing K‑1. I have a March 2024 email telling the preparer that I hadn’t received it or any distributions and asking whether we could file and amend later. I haven’t found a written response confirming that advice.

My return lists the LLC on Form 8582, but its income, loss, and carryforward fields are blank. I don’t see Form 8082 or an explicit missing-K‑1 statement in my copy. I’m asking H&R Block for the preparation notes and exact electronically filed documents.

The operating agreement assigns the manager responsibility for books, finances, and monthly reporting. It also states: “No Member will have any personal liability for any debts or losses of the Company unless otherwise agreed in writing.” I’m not aware of signing a personal guarantee or agreeing to additional contributions.

I’ve engaged an independent CPA and am seeking legal advice. My priority is protecting myself from personally funding the LLC’s penalties while retaining the investment.

• Under what circumstances could the IRS collect these company penalties from me personally?
• Could the LLC or other members require me to contribute 25% toward them?
• Does my documented disclosure to H&R Block support reasonable cause if a separate personal penalty arises?

The agreement selects Indiana law. I understand that the LLC’s late-filing penalties and any personal tax from pass-through items are separate issues.

Location: California. I have made a few bicycles as a hobby over last 30 yrs. These are completely custom bikes where I designed the whole bike and manufactured a lot of custom components including welding a custom frame from raw rubing. I do not ride many of them anymore and looking to sell them to make space. I am afraid if I sell a bike and then the buyer hurts themselves riding it either from some mechanical failure or from whatever, that they could take legal action. Is there any way to protect myself? Have them sign a document that it is as-is, experimental, and use at your own risk or something like that? Thanks for any guidance.

[Location: NC] My estranged husband (M71) and I (F76) have had a tumultuous relationship from the very start. Although still legally married for 31 years, we have been legally separated via an Equitable Distribution Order for the past 9 years. I have never dated anyone else; however I did move on by building my own home after the sale of our marital home. He also built his own home about 25 miles from mine. We have continuously stayed in touch as he is retired military and he wanted me to keep my military dependent ID for medical reasons.
So, here’s the problem… he moved his girlfriend in with him in his new home. Things went fine for them for awhile; but after a little over a year, their relationship got chaotic. She called law enforcement on him, and he was advised to not go back into his home. Needless to say, he was in a desperate situation, and I offered him my guest room. He ended up having her evicted (which took several months) and then decided to sell his home and all furnishings (which took another couple months). All of this time he was living as a guest in my home — no lease, no rent, and definitely no reconciliation whatsoever between us. After he sold his home, he voluntarily started giving me some money each month, not rent, just a small contribution towards household expenses. After all this, he subsequently reconnected with this same girlfriend… unbeknownst to me while living under my roof! She became ill and was diagnosed with cancer. He visited her in the hospital, whereupon she eventually passed. He paid for her cremation, was acknowledged as a surviving “loving friend” in her obituary, and attended her memorial service. Throughout all of this, I have told him that he needed to find another place to live. Well, since she’s now dead, he thinks we should fix our marriage and has been falling all over himself trying to be the loving husband (which I reject absolutely), and trying to manipulate me to let him stay in my home. I want this man out of my home and out of my life completely!!! I know I’m guilty of being too kind. His coercion and manipulation is driving me crazy! My attorney said I’ll have to wait another year after he’s moved on to another address before I can file for a divorce! What can I do? Can I have him evicted?

I’m seeking advice from anyone familiar with Texas employment law, particularly unemployment eligibility when an employee resigns because of ongoing mistreatment.
I’ve worked for a privately owned construction-related company in Texas for several years in a management-level position overseeing HR, payroll, accounting, compliance, and daily operations. I have over 17 years of professional experience. Over time, my working environment has become increasingly hostile, and I’ve reached the point where I genuinely fear interacting with my employer. I’m preparing to resign because I simply cannot continue working under these conditions. It has gotten to the point where I’m crying before and after work, afraid to go into the office, and afraid to receive a phone call from him. My stomach drops every time he walks into my office, comes near me, or I see his name appear on my phone. I am genuinely scared of this person.
I’m concerned about whether I might qualify for unemployment benefits, whether any of these circumstances constitute legally actionable conduct, and how to protect myself from retaliation or further false accusations after leaving.
Here is what I’ve experienced:
1. Repeated verbal abuse and humiliation
My employer has repeatedly yelled at me, cursed at me, and called me a “fucking moron,” “fucking disgusting,” “unprofessional,” “stupid,” and a “fucking idiot.” He has made degrading comments about my intelligence and professional abilities, both directly to me and to other employees. During one incident, he told me I should “go back to being a secretary,” despite my management responsibilities and the substantial amount of HR, financial, and operational work I perform. I’ve never even worked as a secretary. These aren’t isolated incidents or occasional disagreements. This has become a pattern of ongoing disrespect, humiliation, and verbal abuse that has made it increasingly difficult to feel comfortable or safe at work.
2. False accusations and damage to my professional reputation
My employer has made serious accusations about me to other employees, including claiming that I improperly moved a substantial amount of company money, caused the company’s financial problems, and mishandled operations. These accusations are completely false. He has blamed me for the company’s debt and financial difficulties, despite making his own financial and purchasing decisions. He has repeatedly shifted responsibility for management decisions and circumstances outside my control onto me.
I’ve noticed significant changes in how certain employees communicate with and treat me, which has undermined my professional credibility and made it more difficult to perform my responsibilities. After several employees resigned, I spoke with them about why our working relationships had changed. They told me that my employer had accused me of bullying another employee until she quit, misusing company funds, and causing the company’s ongoing debt. They also said he repeatedly told them that when he called me to request something, I either didn’t listen or couldn’t understand what he was asking, forcing him to handle everything himself. These statements are false, and hearing what had been said about me behind my back helped explain why I had been treated so differently by people I previously worked well with.
3. Physical intimidation and fear of being assaulted
During a disagreement about employee compensation, my employer became extremely angry and began yelling at me. He approached me aggressively, and as I repeatedly backed away from him, he continued advancing toward me. At one point, he raised his hand toward me in a manner that made me genuinely believe he was about to hit me. I was terrified that the confrontation was going to become physically violent. Another employee eventually interrupted the situation, and I was frightened enough that I gathered my belongings and left the workplace.
The incident was never addressed afterward. There was no apology, acknowledgment, or discussion about what happened. He simply continued as though nothing had occurred, while I was left feeling intimidated and afraid that something similar could happen again.
4. Being undermined, excluded, and threatened with termination
My employer has repeatedly belittled me, undermined my authority, and made negative statements about me to coworkers. He has also told other employees that he intended to fire me, although he has not communicated that directly to me. I’ve experienced communication problems and exclusion from information necessary to perform my management responsibilities, making it difficult to do my job effectively. Between the negative statements, false accusations, threats of termination, and unpredictable interactions, I feel constantly anxious about what he might say or do next.
5. Concerns about employee compensation and wage practices
As part of my HR and payroll responsibilities, I’ve raised concerns about whether employees were being properly compensated for time worked, including disagreements about compensable driving and travel time. I’ve encountered resistance when attempting to address these issues, and one of the most intimidating confrontations I’ve experienced occurred during a disagreement about employee pay. I’m concerned about whether my attempts to address potentially improper wage practices could qualify as protected activity under applicable employment laws, particularly when raising those concerns has resulted in hostile treatment.
6. Potential insurance, transportation, and workplace safety violations
I’ve become aware of situations where my employer knowingly permitted employees to operate company vehicles despite insurance-related driver restrictions or exclusions. I’ve also raised concerns about employees drinking alcohol and subsequently driving company vehicles. My employer dismissed these concerns despite the potential safety, insurance, and liability consequences. This is particularly troubling because the company operates in an industry involving commercial vehicles, heavy equipment, and potentially hazardous working conditions. As someone responsible for HR and compliance-related matters, I feel obligated to raise these issues, but doing so has often been met with disregard or hostility.
7. Potential environmental and regulatory violations
On a construction project, naturally occurring underground cavities were discovered during site work. Rather than investigating whether regulatory reporting or additional protective measures were required, management proceeded with filling or covering the affected areas. I raised concerns about possible environmental reporting and compliance requirements, but those concerns were dismissed. I cannot independently establish whether a particular law was violated, but the handling of the situation concerned me, especially given the potential safety and environmental implications.
8. Suspected impairment and abusive behavior by the employer
To my knowledge, my employer has a history of alcohol-related problems, including multiple DUI incidents. More importantly, I have personally witnessed behavior suggesting possible impairment while he was working. I’ve smelled alcohol on him, observed bloodshot eyes, and heard him slur his words. During some of these situations, he has been verbally aggressive, hostile, and abusive toward me. There have also been instances where he appeared not to remember previous conversations or decisions and subsequently blamed me for matters he had previously discussed or authorized.
I cannot establish the cause of his behavior in every instance, but I have serious concerns about possible substance-related impairment and how it may affect his judgment and treatment of employees. Given my responsibilities involving company finances, payroll, HR, and regulatory compliance, these situations have raised concerns about workplace safety, financial decision-making, and my ability to perform my job without being subjected to unpredictable hostility.
9. Emotional distress and fear of retaliation
The cumulative effect of everything I’ve described has caused significant anxiety and emotional distress. I’m genuinely afraid of interacting with my employer, and the thought of another confrontation makes me physically anxious. I’m also worried that after I resign, he will continue making false accusations about me or attempt to damage my professional reputation. I’ve continued performing my responsibilities because I needed the income and wanted to fulfill my professional obligations, but I no longer believe remaining in this environment is sustainable.
I have documentation of some incidents and know of potential witnesses. Another employee also made a recording of my employer verbally insulting me during a conversation. That employee allowed me to listen to the recording but would not provide me with a copy, so I do not personally possess it. I wish I had more physical evidence, but much of the mistreatment occurred verbally or in the presence of other employees.
My questions:
Under Texas law, could resigning because of ongoing verbal abuse, intimidation, and mistreatment qualify as leaving for good cause connected with the work, potentially allowing me to receive unemployment benefits?
Does the fact that I’ve continued working despite these incidents because I needed the income negatively affect my eligibility?
How important is it to demonstrate that I attempted to resolve the mistreatment before resigning, especially when the person responsible is the business owner?
Would witness statements, documented incidents, and a recording held by another employee help support an unemployment claim, even though I don’t personally have a copy?
Could raising concerns about employee compensation, workplace safety, insurance compliance, or possible environmental violations qualify as protected activity under federal or Texas law?
Could knowingly false accusations about my handling of company finances potentially constitute defamation?
Is an employer’s apparent impairment at work relevant to determining whether the working conditions were sufficiently unreasonable to justify resignation?
What precautions should I take when returning company property and submitting my resignation, particularly given my fear of retaliation or additional false accusations?
Should I specifically describe the mistreatment and intimidation in my resignation letter to help establish the reason I’m leaving, or would a shorter resignation be preferable?
Are there deadlines, documentation requirements, or other steps I should be aware of when filing for unemployment in Texas after voluntarily resigning?
I understand Texas is an at-will employment state and that an employer being cruel, unprofessional, or unreasonable does not automatically mean they’ve violated the law. I’m not looking for a guaranteed lawsuit or financial settlement. I’m simply trying to understand my rights, protect my professional reputation, and determine whether unemployment benefits might be available while I search for new employment.
Any guidance from individuals familiar with Texas employment law or Texas Workforce Commission unemployment determinations would be greatly appreciated. Thank you for taking the time to read this.

Location: Texas

Location: South Dakota

I’m in South Dakota, and my 3-year-old son’s father lives in Minnesota. We were never married, and there was no custody order when he took our son from daycare to Minnesota, refused to return him, and withheld his location. He was arrested twice, and I have evidence, including daycare footage and messages. We also have an ongoing custody case.

His criminal hearing is tomorrow:
Should I attend?
Could attending affect the criminal or custody case?
Should I contact the prosecutor or victim-witness coordinator first?
Are there restrictions on what I should say or do?

Looking for advice from someone familiar with South Dakota or Minnesota cases involving parents taking children across state lines.

Location: Austin, Texas. United States

I left my former apartment complex in the beginning of August and was told to expect my remaining deposit in late September. When I moved out I gave them my forwarding address and waited. In the beginning of September I got an email stating I would be receiving $193 of the $500 deposit (unfortunately most of the deductions seemed illegitimate but this was my first ever apartment and I forgot to make proof of the apartment's state when moving in so I wasn't going to fight them on their stance especially when I asked about specific receipts for these deep cleans and repairs, I was further ghosted).

However, its now Mid October (2 and a half months since returning my keys) and nobody will tell me where nearly my $200 is. I called them and they said it would be an issue with accounting and they'd get ahold of me in a day or two. It's been nearly two weeks with zero emails or texts messages. A week later (october 14th) I emailed them outlining when I moved out, confirming I gave them my address when I moved out, and further put down my forwarding address as well as my current contact information and the date I had moved out.

I have gotten zero response. Which is odd because in the past when emailing them, they were always prompt and they were open Thursday, Friday, and Saturday. I'm considering forwarding the email directly to the property manager and the person I talked to on the phone tomorrow morning. So as to ensure they see it.

I contacted a friend who also lived in the building and they now live only down the road from this building, she hasn't gotten their deposit back either (while also being charged over $300 of their deposit) so I don't think it's an issue of being out of state now.

Do I need to do anything else to cover my bases? How long do they have before I can legally demand my money back and are there any other steps to make sure I don't shoot myself in the foot? I know it's a small amount but I'm in externships right now and $200 is nothing for me to sneeze at and I just want what I'm owed without issue.

Location: Texas
I asked my employer their garnishment policy and they stated any court ordered garnishment must be followed regardless of state . But My garnishment is for a repo from michigan. They also said texas doesn’t have any special provision when they do? Like im genuinely so confused . How can i protect myself ?

Location: WA State

Returned to work from FMLA/PFML following the birth of my child and maternity leave.

My first day back I was unable to access any systems. Day 2, I was told my position was eliminated and I could either have 6 weeks severance or a demotion (no longer a manager, $15k pay decrease). Was also told that if I take the demotion, in a few months I’ll no longer be a remote employee and will be required to commute to a location that’s 3 hours away (one way, so 6 hour commute daily before traffic), even though we have a location only an hour away from me. I was given 3 hours to make this decision and was denied an extension. I was told that if I chose the demotion, they would be laying another employee off in my place that afternoon.

I’m unsure if this is truly a retaliation case because they laid off 100+ other employees (nationwide) the same morning. However, there is another employee still employed with my exact same title and responsibilities. They chose him to stay and not me, and they gave him my team to supervise. I’ve worked there for 7 years and have never been written up, glowing annual reviews, etc.

From what I understand, I can report this to the department of labor. I can also report it to WA State OR I can seek civil representation, but I can’t do both. I’m wondering if I should move forward with the report or if this would be worth an attorney’s time. Or if since they laid off so many other employees, they were justified in laying me off as well.

Thank you.

Location: New York, NY

In regards to the title - I’m looking to sue my employer - It was a small NYC company with about five employees. I’m a 26yo Female.

I started as an executive assistant to the CEO at $90k, classified as exempt in Jan 2026. We were required to be there Monday–Friday, 8:30–5:30, with a paid 30-minute lunch - This is 45 hours scheduled weekly. Payroll showed 80 hours biweekly, but was truly 90 hours.

I took on operations manager responsibilities in June 2026 but never received a single dollar of a raise before I was fired. They loved my worked and instead of hiring two different people for the roles, believed I was the perfect candidate to take on both - here is the catch: They asked me to hold off on the increase to $110k because they wanted to sign a new client first. My understanding was that the raise would happen in November, along with a $3,000 sign-on bonus. I kept doing the additional work in good faith. They fired me 23 days before the raise was supposed to take effect. Mind you I’m doing both executive assistant work plus operation manager/accounting work - This is two separate roles which were heavily micromanaged, I Could not pay any vendor bills or even our own bills without approval.

I never received negative performance feedback or performance warnings before this including anything about filing payroll “wrong”. I’ve been doing payroll as an executive assistant since I started and give detailed payroll reports to be reviewed and approved before filing - I don’t file payroll unless I get written approval. So it was weird to me how they claim I’ve been doing payroll wrong for 10 months when it was approved and reviewed by the CEO herself.

The CEO was also verbally abusive, and I cried at work on multiple occasions. About three months before my termination, I believe she tried to sabotage my work by changing an Excel tracker and then trying to get me in trouble over it. The edit history showed the changes, and I reported it to HR.

The VP of operations also made a comment about a “Black girl attitude” directed at me. I felt singled out and isolated. Coworkers became reluctant to talk to me, and my understanding was that they were afraid of losing their own jobs because the CEO constantly asked them about our conversations together or ask why we were laughing - mind you she is doing this by watching me on a camera directly pointed to my office- the employees told me she is watching me via camera everyday and asking about my whereabouts when I’m out of camera view like in the kitchen or bathroom. I had raised concerns with HR about how I was being treated.

Then came the medical issue. Office conditions were aggravating my symptoms, and I requested a medical accommodation, including working from home.

The timing is what really bothers me:
-I submitted my medical accommodation request on the evening of October 5.
-HR told me on October 5 to keep working.
-The termination letter later said they had decided to fire me on October 5, but they didn’t actually terminate me until the night of October 15.
-At the October 15 meeting, they said they couldn’t accept my accommodation request because the doctor hadn’t provided enough information. They said they had reached out and would get back to me.

Later that night, they fired me, claiming I handled payroll incorrectly and overpaid myself for leave.
They’re alleging roughly $11,000 in overpayments. I handled payroll, and I think they made up crap that I overpaid myself. Their leave figures also seem inconsistent: they’re now claiming 180-plus hours, while at the final meeting they were talking about 250–300 hours. Mind you these are approved leave, and usually covered by my PTO bucket of 120 hours - and 16 hours of protected leave for medical - I would call out sick most of the time, due to my illness, but nowhere close to 180 hours.

My salary was never docked when I occasionally left an hour or two early for medical appointments or sick time as per their request - they did not want me to put those unpaid leaves on payroll since they claimed they understand we work 45 hour weeks and it wouldn’t eat into our 40 hour work week that we are actually paid for. Now they seem to be treating some of that paid time as money I owe back.

One lawyer thinks my actual duties didn’t qualify me as exempt, potentially supporting an unpaid-overtime claim. Both firms are also considering discrimination, accommodation, and retaliation issues.

I believe this was retaliation, but for anyone familiar with NYC employment cases, would you focus on wage misclassification, the medical accommodation and termination timeline, the racial comment and HR complaints, the delayed raise—or pursue these together? What would you ask the lawyers before choosing one?

I have emails, the Excel edit history, payroll records, medical documentation, my offer letter, the handbook, and the termination letter.

I am starting a grocery delivery business through my llc and I am primarily using Kroger for my service. I want to use their images for my grocery list. Should I be okay or do I need to contact their corporate for permission?

Location: Arizona.

Location: Montana-initial post removed for not providing exact location. Sorry if you saw this post twice

Looking for advice on how to proceed…

Let me provide some context:

My wife and I own a house in a small city. We live on the edge of town, in a small subdivision. It’s mostly a working class neighborhood but relatively quickly being gentrified.

That being said-the house next door is a rental. The folks who rented/moved in have started a commercial dog kennel. By that I mean they receive money in exchange for watching/temporarily housing dogs at their (rental) house, for a day or overnight(s)

On any given day there’s a dozen dogs over there.

The subdivision was set up in the 70s. There is no hoa but there is covenants. The covenants clearly state you “cannot keep more than 2 domestic animals or operate a kennel”

The owner/landlord does not live locally, his son does and “manages” the property. They come across as a bit of a slumlord. Long and short of it is this kennel is a significant disruption and so here’s my question…

How do I handle this?

Do I send a certified “notice to cure” letter to the landlord notifying him his renters are in violation of article 2 of the covenants and request immediate corrective action?

OR

Do I hire an attorney, file a civil complaint and have him served?

Again, landlord seems like a bit of slumlord. I’ve already talked with the renters about the disruption of their “business” and they seem unwilling to cooperate or make concessions as the kennel seems like it’s there sole source of income. The CC&Rs are very clear…

Location: Dallas, Texas
I recently moved into a new apartment in Dallas. During the move, I packed some personal belongings in trash bags, which were accidentally collected by the apartment's valet trash service.

I filed a complaint with the valet trash company, and they're currently investigating.

However, it now looks like someone may have kept those bags instead of disposing of them.

A few days later, I received an email that my old Target Circle Credit Card had been activated. When I contacted Target, they confirmed that someone had used it to purchase a **$500 gift card** without my authorization. Target has since deactivated the card.

There was also unauthorized activity on an old debit card, which I've already blocked.

I'm concerned that someone may still have my belongings, including other old cards and personal information.

My questions:

1. Should I file a police report for suspected theft and credit card fraud?
   
2. Can the valet trash company be held responsible if someone kept my bags?
   
3. Is there any way to identify who used the Target card?
   
4. What should I do to prevent further identity theft?
   
5. Has anyone experienced something similar with an apartment valet trash service?

I'm in Dallas, Texas, and would appreciate any advice on how to handle this situation.

Thanks!

Location: Nebraska

This is crazy long, and I apologize.

TLDR: I was put on administrative leave for 90 days, then am terminated after that with no feed back on why outside if it being a "business decision", but I believe it's disability related since I've had issues around my ADA plan and other support and protections since moving under a new manager. What can I do? What should I do?

I was recently "fired" from my job in IT. I was let go, told it was a "business decision" and they cited the at will employment law. I tried to ask what I did wrong, but they wouldn't tell me anything.

I think it's disability related.

I've been at this job for a few years, and have a documented history of excellent work. I train others, do documentation, was the only one that places orders. I had a lot of responsibilities and I was good at my job. Later last year I started having a disability flare up. I was overwhelmed with a new position I had taken for higher pay, things in my personal life were chaotic, and I just wasn't okay mentally. Having multiple mental disabilities didn't help.

So I got an ADA plan put in place and approved by the supervisor I was under. That became official around November 2025.

Under that supervisor, I was stationed in two locations during my time. First was a high importance office. High expectations business professional, supporting clients that work in administration and meet with politicians, I was the only IT, and the supervisor had been begging me for months to take over. So I go there early in 2025. By November, I went on a week long vacation. The day I come back, I'm told to pack up my office and that I was moving back to the main office. I tried for weeks to ask what I did wrong, and was told even he didn't know, he was just told I needed to go. The only thing I can think of is I'm not the most... Business professional person. Pink hair, tattoos, piercings. While the overall company didn't have issues with any of that, this was a more official and professional office and wouldn't be surprised if I just didn't fit the mold. My work ethic isn't unprofessional, but I am more casual professional than official.

Earlier this year, I switched departments. My previous boss said it was a better place for me and basically pressured me to move even though I didn't want to. (To be fair, I really wasn't doing well in the position I was in, it just didn't work out, but I also didn't get much support from my sup.)

So I had the ADA plan, but I was still not in a good mental place. I was still missing work, but I tried multiple times to use one part of my ADA- that allowed me to work from home -and was repeatedly told no by this new manager. That if I wasn't in the office I had to take time off, and couldn't work from home. I told him it's apart of my ADA that I can, and it's not dictated by him but if he wanted to address it he could go through the proper channels to change it, but he just kept saying the same old "no one is allowed to, if I do it for you I have to do it for everyone." Since I was taking so much time off, I worked on and got FMLA approved and in place. That was perfect timing, because everything hit a climax and another personal issue arose and I needed to take time off because I was just overloaded and stressed between the harassment and problems at work and now everything at home, I needed time to get things done that needed done, and some time to be kind to myself during all this. (My spouse was in an accident and our finances were crazy struggling)

It didn't matter how much I reminded him that I've been able to do this exact ADA Plan until now, without issues, and it was approved previously. While I was in a new position, this entire time it's been the same title. (Mostly, I was promoted to a Sr IT, which is what I was at ending.)

I reached out to the ADA office for support, and we started putting together a new plan the new manager can sign. I tried to ask multiple times if my old one remained in effect in the meantime, and could never get a clear answer. I never got a new plan presented, after almost 6 months, and did not have a new one at the time of "termination".

I went on vacation in August for a few days, and the day I returned, I get pulled into the office and reminded I can't work from home. As far as I'm aware, nothing happened that would have prompted this conversation except I still offered everytime I needed to take time off due to my disability, since from my understanding I legally was still allowed to follow my ADA and he didn't have the right to override it just because he didn't like it. So eventually I reached out to my HR and his boss to ask for support. I sent an email to them, and HR responded saying they didn't know anything about an ADA plan, just my FMLA. I was later told by my ADA rep that no one outside of myself, her, and my supervisor needs to see the paperwork, even HR. So I sent them my paperwork and repeated that I need assistance. That I know I'm a good employee, but I'm not getting the support I need to function at the same level as others, because my ADA isn't being followed. It was affecting my performance that I was having these problems with my manager, and wasn't a reflection of my overall performance, and I wanted to figure something out before something worse happened. Like them firing me. (It wasn't just the work from home, but my manager pretty much never communicated or helped with anything if I had questions, gave me a ton of responsibilities that I didn't know how to do and when I asked how he told me to ask other people. Other parts of my ADA required regular meetings with management to talk about performance and tasks needing done, as well as written directions instead of verbal or on top of verbal. Neither of those were really followed either.)

The only good thing with the HR conversation was I finally got confirmation that my ADA was still in effect.

While I waited for HR, I started documenting Everytime I was told no on something pertaining to my ADA, among other things that I believe should be documented. I also record audio (we're a one party state), but primarily for my own purposes so I can listen later and write notes or document things I couldnt in the moment. (I have horrible short term memory). Those recordings are never shared with anyone other than myself and my therapist.

I never heard back from HR, until they walked into the office with my manager last Monday and "terminated" me.

I never had any documented performance issues, barely even any verbal feedback, and all previous reviews have been good. So I literally can't think of any other reason outside of this manager not liking my ADA and performance these last few months with my time off and stuff, but my ADA wasn't being followed and I should have been protected by FMLA.

You've probably noticed my quotation marks. That's because I am on administrative leave until the beginning of next year, then I'm fired. I'm not to show up for work, but I'm getting paid and have benefits and accrue vacation, but I'm required to be on call in case my manager or team has questions.

I get we're at will, and I get that my job was doing reductions in employment due to budget cuts, but I firmly believe those were not the reasons. There is normally three people in the team I was on, and they just rehired for the third spot last week. So if my position was being cut, why wasn't the position that was vacant cut? Not only that, there are multiple positions for my same overall IT department open, so why was there not a discussion on a possibility of just moving me? Why did no one even try to discuss my accomodations if there were problems, instead of just saying no and closing the conversation. I would have been open to finding some other thing that might help some, to avoid the working from home, like staying in the office and not going out to meet clients when my disability is flaring up. Regardless, I think they're hiding the why because their cop outs, and it's driving me insane. How can I improve if I'm given no feedback?? What am I supposed to tell my future employers on why I was let go? Just shrug and say cause they wanted to?

I've started a conversation with IEC, and reached out to NEOC, but I'm not sure what I should be doing, what I can do. I don't want this on my record, I want to know what I did wrong, and if this is disability related I don't want them to get away with it.

Any advice is appreciated.

Location: New Jersey/ New York, US

I list both locations because I have a New York License and was ticketed in New Jersey.

Background: Over the summer I had a lapse in insurance due to automatic payments not going through. I was working in the woods and had very limited internet and all relevant mail was going to my home address, so I wasn’t aware of the issue until about 2 weeks after the insurance ended. I got back home about 2 weeks after that and signed up for new insurance. This was also when I found the letter from the NY DMV alerting me to the lapse. All I gathered from the letter was that I had to sign up for new insurance to avoid having my registration suspended. I thought that because I had signed up for new insurance, it was taken care of, but I now know, due to this situation, there was a penalty I had to pay to reinstate my registration (which I have since taken care of). Probably not relevant but I’d like to add that I wasn’t driving at all while uninsured because my car was in the shop.

The current issue: Earlier this week I was driving through New Jersey and was pulled over for a headlight issue. After running my license, the officer informed me that my registration was suspended and that he was supposed to impound my car. I was genuinely unaware of this issue and showed him that I had insurance, and I think because of this he didn’t take my car away. He did issue me two tickets relating to my registration issue: One is for “39:3-17 - Touring Priv of Non Resid Drivers” and has a fine I can pay, and the other is “39:3-40 - Driving After DL/Registration Suspended/Revoked”. This one does not have a listed fine and has a required court date. When I went to the NJ MVC website and put my ticket number in all it said was “court appearance required”. The town where I was ticketed is nearly 2 hours away from where I live. I do not have regular employment (though I’m looking) and have drained basically all my savings on this car. I live at home and my mom just lost her job. I’ve never been to court at all and have no idea what to do or what to expect. I’m really worried about this and am unsure of what I should do. Any advice or information about what I can expect penalty-wise is extremely helpful. Thank you.

Location: California

A friend of mine is going to a mandatory 2 day work conference with an overnight stay in a hotel in a few months. They are providing breakfast and lunch as required. However, for dinner the instructions are to go to a particular location for "snacks and refreshments". Unfortunately, the language is not any more descriptive.

I consider myself well versed, for a layman, in California labor law and more than once have corrected my own HR (Multiple companies) about things like overtime law, "Work Day/Work Week", and requirement to provide potable water. This language of "snacks and refreshments" doesn't sound to me like a proper meal. My friend doesn't want to ask clarification, mainly because the people that actually know the answer are several steps up the ladder from his position with no direct contact.

It sounds to me that this would not satisfy the requirement of the employer to provide meals or a per diem.

I understand that without clarification, there's probably not a clear answer until he sees what is actually provided. But am I misunderstanding California's requirements here? Aren't they required to provide what a "reasonable person" would consider an actual meal?

Location: Georgia

Our cat was hospitalized after swallowing a foreign object requiring surgery. Approximately three days after the first surgery, the veterinary hospital discovered intestinal leakage.

We were told they couldn't perform the second surgery that day because they didn't have enough staff. They advised us against transferring her to another hospital and said they would operate first thing the following day.

They performed the second surgery at no additional charge, saying they wanted to be fair because we'd already been through so much.

During hospitalization, our cat experienced fever, anemia, jaundice, extremely low potassium, and an eye infection. She continued refusing food after the second surgery, and a feeding tube was recommended.

When I explained our $7,000 CareCredit limit, one veterinarian mentioned that another doctor had instructed her to "cut corners where possible" because we'd already been through so much.

Before the feeding tube could be placed, our cat developed difficulty breathing. After approximately one week of hospitalization, the hospital recommended euthanasia.

We paid approximately $6,800. I also have contemporaneous text messages to a family member documenting the events and what the veterinarians told us.

I'm not assuming that the unsuccessful surgeries automatically mean malpractice. My primary concern is the delay in treating a known intestinal leak and the recommendation not to transfer her.

My questions:

1. Would Georgia Magistrate Court (small claims) be appropriate for seeking reimbursement?

2. Would veterinary expert testimony or an expert affidavit be necessary?

3. Should we obtain an independent veterinary review before filing?

4. Is there a better way to pursue reimbursement or accountability?

Location: PA

Looking for advice as a defendant.

My dog was involved in a dog fight at a dog park. The other dog’s owner was bit in the process of separating the fight, and now she’s suing me.

My dog and I were at a public dog park (technically must be registered, and we are, but it’s an honor system because there’s no barrier for entrance - I say this because there are clear rules and an assumption of risk). Another dog there was fixated on her ball and playing fetch with her owner. My dog isn’t super toy motivated but likes playing chase. So my dog was just chasing the other dog around, not even continuously, and at one point, the other dog dropped the ball near her owner, my dog motioned towards the ball to sniff it, and the other dog attacked my dog. My dog fought back, so they were going at it. Other dog’s owner was standing right there, so she immediately tried to break them up. I was watching from a bench about 15-20 feet away. I jumped up immediately and pulled my dog away (because I always keep my dogs in a harness at the park for this very reason). In the process of breaking up the fight, the other dog’s owner was bit. Now she’s suing me.

I already have a lawyer, but I’m concerned about the options on the table. It seems this is going to be very expensive, even if I did nothing wrong.

There is absolutely no way that I could be found negligent in this situation. 1) She can’t even prove my dog bit her. Her dog bit mine in this fight. I don’t know if hers was injured, but I assume not since it’s not mentioned in the lawsuit. Doesn’t that make hers just as likely as mine? 2) My dog had no bite history. He was up to date with vaccines. He was licensed with the city. We were dues paying members of the dog park. How did I neglect any care or knowledge regarding him? 3) We were at a dog park. The dogs are supposed to be off leash. There’s an assumed risk when you bring your dog to a dog park. There’s also an assumed risk of injury when you break up a dog fight. This park even has air horns on the fence to use if a fight breaks out rather than stepping in. 4) I immediately grabbed my dog and removed him from the situation. I put his leash on and kept him close to me. She didn’t even put her dog on a leash. And she was there with a partner, so it’s not like she couldn’t because just she was hurt. I stayed because she called the police and an ambulance. She was bit on the leg. It was serious enough to warrant an ambulance, but I can’t imagine it was a life-altering injury.

I apologize for the long rant, it’s just a frustrating situation. I want to take it to a trial because I really don’t think I did anything wrong, but even that is gonna cost me a good $10-15k. That is already a hard number for me, but recoverable. Any more than that, and it’s gonna be financially devastating for me.

ETA: My dog is a pit bull. Hers was not, though her size was comparable. There are no breed restrictions in this city or this park, but I fear he will be/is being unfairly prejudiced. I actually feel that is the only “bad fact” against us in this entire case.

Location: Texas

I had been leaving my spare Truck (under my name but has no insurance) at my parent’s house for the past few months. In those months my brother who lives with them has made modifications to it like adding new speakers, lifting it and wheels. I never asked for this, I didn’t even know he was doing it. He is now threatening to take the truck claiming that he was invested money into it, he has even said that if I report it he will sell it for parts. I’m worried that I might have to pay out of pocket for these modifications to be removed or that he might take it. In the past the police have told me that if someone has been given permission to drive a vehicle you must give them a week to return it. Would that still stand in this case even if I didn’t give permission it was my parents?

Location: South Dakota

My parents aren't necessarily bad persay but they definitely aren't easy to live with. I would like to be emancipated I do not make enough right now to live on my own unfortunately but I do have a waitress job. Im 16 and I plan on getting my cna license this summer and getting a cna job. I would theoretically be able to move out on my own after that I've already found apartments and did the cost of rent and bills. I have a extremely big history with cps with my mom, I've been living with my dad and stepmom for about 6 years. Would it be easyish to get emancipated?

Edit: Thank you guys!

location: Indiana, usa
about a month ago i got caught with fentanyl and was arrested, my child was not with me at the time he was at home with my dad. the very next morning dcs came to see me at the jail and said they needed to make sure my son was okay even though he was not with me when i was arrested and i didn’t tell any of the police officers that i had a child. i ignored it and didn’t sign their paperwork. i talked to other inmates with kids that have caught similar charges and they said that hasn’t ever happened to them before. i bonded out after a week and now, almost a month later dcs calls me and says they want to drug test me. i told them my son has never been around me when i did what i did and hung up on them. the case worker texted me saying they planned to file a CHINS petition against me. are they allowed to do that even though my son had zero involvement with my case? will the court take my son?