TW: C-section, fertility, surgery
I gave birth to my baby boy on May 28th. My birthing experience was traumatic for me to say the least. I was admitted for induction on May 27th due to severe abdominal pain caused by a large cyst believed to be on my ovary which baby had begun to press on. The pain was bad enough that I could barely walk and on top of that, contractions were coming every five minutes. I was sure from the sheer pain I was in that my body was ready to deliver quickly and baby boy would be in my arms in a matter of hours. How naive of me.
I proceeded to labor for the next 24 hours, receiving an epidural about ten hours after being admitted, finally getting relief from the constant pain caused by the cyst as well as the strengthening contractions.
About 18 hours in, labor stopped progressing and baby's heart rate began to slow. The possibility of needing an emergency c-section was brought up as I was also showing signs of infection and began running a fever. A c-section was my worst case scenario. I have never had surgery before and am absolutely terrified of having surgical incisions of any kind, not to mention that I would be awake for the surgery and possibly feel them cutting into me (this was what I thought in my head, at least).
While my infection was brought under control, my fever was broken and baby's heart rate normalized, the OB came to talk to me at the 24 hour mark to let me know he did not think that baby was going to come naturally. I was consistently 7-8cm dilated and contractions were causing such severe pressure and the feeling of needing to push that I felt that the pain was surely going to make me lose my mind soon. I was so exhausted that I would scream through contractions and then immediately pass out in between them. My husband was pulling my hand off of the hospital bed because I was nearly breaking my nails from scratching the handle so hard.
I signed the c-section paperwork, dejected and paralyzed with fear. I felt like I was signing away my life. I wished I was dead, that I had never gotten pregnant, and told my husband "I am never f****ing doing this again." I am not proud to say that I asked if I could be put under for the procedure out of terror. As soon as the OB told me it would put the baby at risk though, I just shut down and resigned to my biggest fear throughout my entire pregnancy.
I was wheeled to the OR within 30 minutes, my poor husband jogging next to me while I laid in the bed completely motionless and my eyes glazed over. Since I had an epidural, moving me to the operating table involved help from nurses, and while they were amazing, they did not move slowly. I screamed in pain and begged them to stop, completely losing any last bit of strength and sanity to grit and bear it. I was quickly given local anesthesia which finally, mercifully took away most of the pain. From there, they pinched me and I thankfully had no idea they were even touching me, so I was ready.
The procedure went quickly. I was somehow able to ward off having a panic attack by chanting "my baby, my baby" under my breath the entire time, and when I heard my son's cries for the first time, it was all I could still say as I sobbed. I saw him and he was alive and perfect. Surgery continued for me as they removed the cyst, which turned out to be peritubal and had destroyed my fallopian tube. My husband held our son as I vomited from relief/the anesthesia medicine, and then it was over. I was moved back to the hospital bed and handed my beautiful baby boy, who was already quiet and staring at me. So much relief and love washed over me that I almost immediately stopped thinking about everything that had just happened, and by the time I got to recovery, I was smiling and joking with my husband.
It's been two weeks since I gave birth, and I keep having moments where I remember specific moments of my birthing experience and I start to cry or get a panicky feeling. I had forgotten about begging the nurses to stop moving me in the OR until this evening, and I burst into tears when it popped into my head. I can barely look at my incision and I feel nauseous when I have to touch it, like when I'm gently washing it in the shower. I keep thinking about the feeling of them pulling my son out of me, and when they showed me the cyst (which I did NOT want to see and its size was dizzying). And even though my fertility won't be affected too much, I keep thinking about the fact that the cyst destroyed my fallopian tube. It could have been so much worse; I could have died if it had ruptured, but the fact that this happened (likely before I even got pregnant, the OB told me) and I never felt anything up until the baby was pressing on it is terrifying. I keep thinking "What if it happens on the other side as well?" I was told that I would KNOW if the cyst became torsed, yet I was walking around for at least 9 months, probably more, not knowing it had already happened and caused irreparable damage.
Anyone else deal with a traumatic birth and kind of turn your brain off to it, only to have the memories suddenly come rushing back? Did you see a therapist to process the experience, talk to family/friends about it? I'm afraid to bring it up to my husband because everything was very traumatic for him to witness as well, to the point where he tears up when he talks about it and would rather forget it. My mother was also with me up until I went to the OR and she can't talk about it without crying either. I feel like it's too much information for anyone else close to me. I wrote all of this out as an outlet to process, but I am worried about developing PPA or PPD by not addressing these memories/emotions. Anyway, thanks for reading.

$85 for all of them
https://imgur.com/a/8kFS56b
Gerber Air Ranger sv 18/ tv 18 Has been sharpened pretty poorly, scratch marks on end of blade
Lonestar Knives OTF sv 27/ tv 27 Beefy cheap OTF, scratched up clip and button
Milano Switchblade sv 18/ tv 18 Scratched up blade, states 440 stainless steel
Schrade Old Timer sv 18/ tv 18 1520t steel, solid little fixed blade
CRKT Rasp sv 25/ tv 25 Tip down carry, cool blade shape, unsharpened

Got to intermission, took 5 minutes instead of ten. Timer cut off and waited for my proctor. 5 minutes passed, then 15, then 30, then an hour, then two hours. Was trying to message my proctor the entire time but my messages wouldn’t send. Screen refreshed and I was booted from my exam. Had to open a new tab to contact support and received a new proctor. Needless to say, the second half of my exam was way more nerve wracking then the first half due to the undue stress. Get to call support tomorrow to make a record of my case in the chance that I bombed it because of stress👍

Reply Quote Grade as ReadThread:NegotiationPost:RE: NegotiationAuthor:📷 Jalal RahmanPosted Date:1 June 2023 11:58 PMStatus:Published
Dear Management, Premier Bank Pty Ltd,
Multi-week Roster Cycle
We appreciate your prompt response and consideration of the proposed roster cycle changes. We appreciate that you recognize the significance of coming to an agreement that is equitable and beneficial to both parties. In light of the points you brought up, we'd like to elaborate on our position and offer some ideas to ensure that everyone understands our point of view fully.
Right off the bat, we need to stress the expected advantages of a more drawn-out five-week cycle for both the workers and the bank. This long-term would give employees all the more back-to-back days off, considering a better balance between work-life balance and personal mental health improvement and working on prosperity. Employees who have access to longer breaks consistently report reduced levels of stress, improved mental health, and boosted job satisfaction, according to research. Premier Bank Pty Ltd can create a positive work environment that boosts productivity, loyalty, and ultimately customer satisfaction by placing a high priority on employee well-being.
Although we are aware of the concerns raised regarding employee burnout and fatigue, we are of the firm belief that a cycle of five weeks that has been thoughtfully designed can effectively address these issues. Premier Bank Pty Ltd can reduce fatigue risks and ensure employees have enough time to relax and recover by looking into additional breaks or making shift assignments more flexible. Employees' long-term performance and job satisfaction will both benefit from these measures, as will their physical and mental health.
As far as the Rotation design, we concur that a turning shift timetable can add to worker commitment and occupation fulfillment by giving assortment and staying away from dreariness. We perceive the significance of finding some harmony between worker predilections and functional requirements. We can construct a timetable that meets the needs of Premier Bank Pty Ltd while also appreciating the importance and well-being of the employees by jointly designing a rotation system that takes into account both aspects. The workforce will experience a sense of fairness and empowerment as a result of this inclusive strategy.
In any negotiation, equity and fairness remain paramount. We value the bank's help with the proposed shift portion framework, which considers factors like status, worker inclinations, and ranges of abilities. This strategy ensures that shifts are distributed fairly and gives all employees equal chances to work desirable shifts. In any case, to keep up with straightforwardness and address any possible uneven situations over the long run, we propose executing standard surveys of the allocation framework. These audits will take into account changes in light of worker criticism, guaranteeing that the dispersion of movements stays fair and sustains representative fulfillment and confidence.
Regarding implementation and change, we would like to reiterate our appreciation for Premier Bank Pty Ltd.'s dedication to efficient training and communication. During the transition period, it is essential to communicate clearly and promptly to ensure that employees comprehend the new roster system and its benefits. In addition, comprehensive training sessions will give workers the knowledge and abilities they need to smoothly adjust to the modifications. To address any difficulties that may arise during the transition period, we also recommend establishing a specialized support system. This support system might consist of designated personnel or a helpdesk that can guide and assist employees, ensuring that the implementation goes off without a hitch.
In conclusion, we strongly believe that we can reach an agreement that prioritizes employee well-being while aligning with Premier Bank Pty Ltd's operational requirements by considering the benefits of a longer cycle, implementing measures to reduce fatigue, and fostering equity and fair shift allocation. We value the collaborative approach taken by both parties and the open exchange of ideas throughout this negotiation process. We can come to an agreement that not only meets the needs of the bank and its employees but also sets a good example for the financial services industry as a whole by working together.
Directed Annual Leave
We want to express our appreciation for your open-minded approach to this discussion. You've shown understanding when considering the unique situation of our part-time and casual employees, and we can't stress enough how important that is, however further discussions has highlighted the need to support the women in the workforce that make up 65% of workers
We value your receptiveness to the leave conditions for part-time employees. It shows a commitment to fair working conditions for all. As for casual employees, we understand their unique employment terms, including the 25% loading on their hourly rate.
We appreciate your perspective on a four-week notice period for leave, taking into account Premier Bank Pty Ltd's operational needs. We believe this is not flexible enough for employees. Taking into account the unpredictable nature of life. With a 65% workforce of women balancing work and home, we still think a slightly shorter, three-week notice period could work better for everyone especially with those balancing a family. It would allow for more flexibility in our employees' lives without causing any major disruption to business operations and we are firmly committed to this.
Lastly, the issue of unused leave days. Your suggestion of allowing five days without penalty seems fair. Balancing the operations aspect of the business is difficult and whilst also taking employees into account is delicate and should be treated accordingly. However, because of this, and your willingness to work with a more appropriate solution, we would like to inform you that we have agreed to the five day period.
Our aim in all of this is to create a workspace that caters to the needs of everyone, from the full-time staff to the part-timers and casual employees. We believe that by increasing job satisfaction through a better balance between home and work, operations will run smoother which also means things are more productive.
Work-from-Home
We, the union team, are happy that we have agreed to not be contacted outside of work and the ability to work from home. We also are happy to hear that all employees who work from home will be compensated for all office Equipment from the time they clock on and the time they clock off.
We the union team would like to bring forward that the management allow the employees to clock off when scheduled hours end and that the employees not to be contacted as the management team suggest that the employees be available for emergencies.
A workplace emergency only applies if an incident that puts your workers, clients, or the public in danger; poses a disruption risk to your business's operation; or results in property damage is considered a workplace emergency. We believe the definition of workplace emergency may be misunderstood that it should be something that threatens the employees but not something like a ‘deadline’ and may abuse the employees from clocking off from work and contacting the employees outside of work hours. As a bank the union believes that there won’t be any workplace emergency that the other employees cannot handle and if the employees who work in the office are not to be contacted outside the office/work hours the same should apply for employees working from home. This is considered as unfair for the employees who work from home and that they are being treated differently.
The union team can realize if an urgent work-related circumstance comes up, but we still believe it is unfair for employees who work from home to be available. We will only accept that the employees keep their phone on and answer calls, but they shouldn’t be required to answer any emails or be required to complete any work outside of work hours as it disrupts the work life balance of employees because these are not considered as workplace emergencies. As in other countries there is a law that has banned contacting employees outside of work to respect personal boundaries. As Australia doesn’t have a law that enforces that we would like to implement a clause that does something similar. We propose a counteroffer that the employees will keep their phones on but not required to complete any work outside of work hours and not be able to attend any meetings outside of work hours.
As the management has stated ‘that employees have obligations to their families and to themselves outside of the workplace’. We require them to get the same treatment as the people in the office and work from home employees for after hour availability.
We expect the employees to keep their phones on but not be required to complete any work outside work hours even though they will be being paid. We believe it’ll disrupt the work life balance of the employees and be seen as unfair treatment and cause pressure, tension and fear of being terminated if not being available after work hours. We will agree to your proposal of working extra hours a maximum of 2 hours but the employees who work from the office should also be required to work extra hours and this will provide equality.
Additionally, our union team would like to suggest a provision prohibiting career advancement favoring employees who operate from offices over those who work from home, as it has been noticed that work from home workers are 38% less inclined to be awarded bonuses, receive low performance reviews, and advance through the ranks more gradually than those who work in office environments. Employers have been observed to have a prejudice against remote workers because it is more challenging for managers to directly observe the work that work from home employees are in fact doing than it is for office workers. Because of the absence of awareness when working from home, it is frequently believed that work from home workers are rarely working or possibly aren't working at all.
We look forward to continuing our discussions to reach a mutually beneficial agreement that serves the best interests of all parties involved and maintains our commitment to the negotiation process.
Kind Regard Members Benefit Union
Reply Quote Grade as ReadThread:NegotiationPost:RE: NegotiationAuthor:📷 Abdul MahroofPosted Date:29 May 2023 1:39 PMStatus:Published
To the Members Benefit Union,
Thank you for your letter outlining the proposed changes to the multi-week roster cycle, annual leave provision, and working-from-home privileges for employees. We value the union team's thoughtful considerations and recognise the significance of reaching a fair and mutually beneficial agreement.

1. Members Benefit Union (MBU) acknowledges Premier Bank Pty Ltd's proposal for a four-week cycle with an average of 38 hours per week. We understand the bank's operational requirements and the desire for work-life balance. However, we still believe that a five-week cycle would better address the concerns of employee fatigue and burnout.

In a longer cycle, employees would have more consecutive days off, allowing for better rest and recovery. This would contribute to their overall well-being and productivity. We suggest exploring ways to effectively manage fatigue within a five-week cycle, such as implementing additional rest periods or providing flexibility in shift assignments.
Regarding the pattern of rotation, we agree that a rotating shift schedule can provide variety and prevent monotony. By considering both employee preferences and operational needs, we can strike a balance that accommodates the requirements of Premier Bank Pty Ltd while ensuring employee satisfaction.
To address equity and fairness, we support the proposed shift allocation system that considers factors such as seniority, employee preferences, and skill sets. However, we recommend including regular reviews of the allocation system to address any imbalances and make necessary adjustments based on employee feedback. This would ensure transparency and maintain a fair distribution of shifts over time.
In terms of change and implementation, effective communication and training are crucial. We appreciate Premier Bank Pty Ltd's commitment to developing a comprehensive communication plan and conducting training sessions. We also encourage the establishment of a support system to address any challenges that may arise during the transition.
Let's continue the negotiation process, considering the benefits of a longer cycle and finding ways to mitigate fatigue while maintaining operational efficiency. By collaborating and valuing the input of both parties, we can reach an agreement that promotes employee well-being and meets Premier Bank Pty Ltd's operational requirements.
2)
As per your request, we will also make certain conditions based upon annual leave. We are happy to consider annual leave conditions mentioned by part time employees, but with considerations to casual employees, we won’t be able to make this happen. Casual employees are able to receive a 25% loading as per the casuals’ hourly rate.
In relation to the notice period of leave, we also need to consider the workload here at Premier Bank Pty Ltd, considering that a roster cycle is every 4 weeks, we can settle on 4 weeks notice period which also allows us to find someone else to cover that specific position, as well as role.
As per the mention in regards to the unused days without penalty, management needs to consider potential financial impacts, as well as staffing and operational needs. To your terms, we are understanding that with all these factors in comparison to your request, we are looking at meeting in the middle with a week (5) days which we are able to find a staff member to cover for those hours missing.
3) Working from home: We appreciate your attention to the employee's ability to work remotely and the option to avoid work-related contact outside of normal business hours. We hold both of these liberties in high regard. We will have completed our review of your suggestion regarding the ability of employees to cease communication outside of normal business hours, and we thank you for requesting that we do so. We are aware that employees have obligations to their families and to themselves outside of the workplace. We are aware that interacting with them outside of their normal work hours may cause them unnecessary tension, which may have a negative impact on their mental health and work performance. We prioritize the physical and mental health of our employees because we are a prominent financial institution. Despite this, there is always a chance that certain employees will be required to remain at work beyond the conclusion of their regularly scheduled shift due to unforeseen circumstances. Some employees will be required to remain on call outside of their normal working hours to facilitate the above-mentioned scenarios, such as emergencies and staffing shortages. We value our employees who sacrifice their outside commitments to be on call. For this, we will adhere to Section 18.3 (b), which states that employees on standby must be paid $19.95 per day from Monday to Friday and $40.74 per day from Saturday to Sunday, as well as Clause 20, which specifies a two-hour minimum payment for overtime. In regards to your request for compensation for the expense of working at home, we have carefully evaluated and analysed and decided to cover the essential needs of the work expenses. The Work Health and Safety requirements and equipment required to operate the work will be covered .However, in response to the request to cover expenses for items such as a standing workstation, an ergonomic mesh office chair, and other similar items, we will cover a portion of the costs associated with these items. In addition, we will pay for the employee's internet and phone service from the time they begin working until the time they finish.
We appreciate your proposals once more, and we look forwards to continuing the negotiation process.
Sincerely,
Management Premier Bank Pty Ltd
Reply Quote Grade as ReadThread:NegotiationPost:RE: NegotiationAuthor:📷 Jalal RahmanPosted Date:24 May 2023 9:06 PMStatus:Published
Dear Management
In the discussion cycle, Premier Bank Pty Ltd and the Members Benefit Union (MBU) need to settle on the conditions under which the multi-week roster cycle will operate. Right now, full-time representatives work 38 hours out of every week distributed across five shifts of 7.6 hours each. The agreed-upon strategy is to keep the 38 nominal hours per week but to make sure the hours are distributed out over several weeks.
The following considerations should be made in order to reach an agreement on this provision:

1. Length of the Cycle: The length of the multi-week roster cycle must be discussed and decided by both parties. During the negotiation process, things like operational requirements, employee preferences, and work-life balance should be taken into consideration.
   
2. Roster Issues: Other roster issues must be addressed in addition to the cycle length. This might include figuring out the pattern of rotation, how many days off, how you like to work, and any particular requirements for different roles or departments.
   
3. Equity and fairness: It is essential to guarantee that the new roster cycle will continue to be equitable and fair to all employees. Contemplations like equivalent distribution of attainable shifts, limiting weariness and overtime, and giving satisfactory rest periods ought to be essential for the negotiation.
   
4. Change and Execution: The process of switching from the current roster system to the new multi-week cycle should be covered in the negotiation. It should involve talking about communication, training, and any changes that need to be made to keep things as smooth as possible during the transition avoiding most disruptions.
   

The needs of the employees, the bank's operational requirements, and the objective of coming to an agreement that pleases all stakeholders should all be taken into consideration when both parties approach the negotiation in good faith. A fair and practical provision can be agreed upon by addressing these aspects of the multiple-week roster cycle.
2) Taking the annual leave provision into account, considering what we have examined, we propose that part-time and casual employees receive four weeks of paid leave, in conjunction with full-time employees. We suggest reducing the notice period for leave requests from five weeks to three weeks, providing employees with more flexibility. To allow for more flexibility in using accrued leave, we propose making an adjustment to have 10 unused days without penalty. What this will mean is fairness, equality, and work-life balance for all employees. We believe these changes will benefit both employees and the organization by promoting well-being and maintaining operational efficiency. We believe this is the best interest for the both of us, and moving forward we can come to a conclusion on this provision
3) The union team proposes that working from home employee’s freedom to stop communicating about their jobs outside of scheduled working hours through email, chat rooms, and online interactions, is one crucial right the union team advises. Section 65 of the Fair Labour Standards Act, which states that employees are permitted to propose changes to their work arrangements. Considering your proposal for 3 days in office and 2 days at home, we have examined the advantage of working from home allowing less time commuting to work and working from home also improved work life balance for many of the employees.
Employees shouldn't have to work past their contractually specified time frames or to be accessible for job-related communications once they have completed their contractually required hours of work. This involves participating in conferences or replying to emails out of their scheduled working hours. The union team wants to advocate for all employees to be compensated for any costs needed to maintain workplace health and safety at home. This could include purchasing items like standing desks, ergonomic mesh office chair, and other similar things (Cheslaw, 2021). The union team also suggests that the employer pay for all essential tools, internet, telephone service, all stationary that is provided at work and other essentials when working from home.
We look forward to hearing from you
Kind Regard Members Benefit Union
Reply Quote Grade as ReadThread:NegotiationPost:RE: NegotiationAuthor:📷 Abdul MahroofPosted Date:19 May 2023 8:11 PMStatus:Published

Author: Abdul Mahroof Date: Friday, 19 May 2023 8:04:43 PM AEST Subject: NegotiationTo the Members Benefit Union, We the management of Premier Bank Pty Ltd are initiating the negotiations concerning our three main provisions that need to be resolved. Multi-week Roster Cycle 2. Annual Leave 3.Working from Home Arrangements Length of the Cycle: After careful consideration and feedback from employees, agree on a four-week cycle where the nominal weekly hours of 38 will be distributed evenly. This means that employees will work an average of 38 hours per week over the four-week period. Shift Distribution: Establish a fair and balanced distribution of shifts within the cycle. Take into account factors such as peak business hours, employee preferences, and operational requirements. Consider implementing a rotating shift schedule that allows employees to experience different shifts and avoid repetitive patterns. Rest Periods: Set clear guidelines for rest periods and breaks between shifts to ensure employees receive sufficient rest and recovery time. Adhere to relevant labor laws and regulations regarding rest periods. Aim to provide consecutive days off within the cycle to promote work-life balance and well-being. Shift Allocation Method: Implement a fair and transparent system for shift allocation. Consider a combination of factors, such as seniority, employee preferences, and skill set, to ensure fairness and equal opportunities. Provide a mechanism for employees to express their shift preferences and consider them when creating the roster, while balancing the operational needs of the organisation. Flexibility and Adjustments: Allow for flexibility within the roster cycle to accommodate unforeseen circumstances or individual employee needs. Establish a process for employees to request shift swaps, time off, or adjustments to the roster with reasonable notice. Encourage open communication and collaboration between employees and management to address scheduling conflicts and ensure smooth operations. Communication and Transparency: Establish clear communication channels to keep employees informed about the roster cycle, any changes, and updates. Utilize digital tools or platforms to provide real-time access to the roster, making it easier for employees to plan their schedules. Ensure transparency in the allocation process and provide clear explanations for any deviations from employee preferences. Review and Evaluation: Schedule regular reviews and evaluations to assess the effectiveness of the multi-week roster cycle. Gather feedback from employees and management regarding its impact on productivity, employee satisfaction, and work-life balance. Use the feedback to make necessary adjustments and improvements to the roster system. (2) Regarding annual leave for employees working on a full time basis; 4 weeks of paid leave will be allocated to those employees who work continuously throughout the year. For part-time and casual employees working from the multi-week roster cycle you will be eligible for an additional (4) days. All annual leave will be paid in accordance to your previously agreed upon wage. Leave must be certified by your scheduling manager 5 weeks prior to it’s commencement or it may not qualify as paid leave. Any unused leave will rollover into next years cycle with the understanding it does not qualify as excessive. “Excessive Leave” is any amount of accumulated leave that has not had a minimum period of 14 days used in over a year, not including holidays. An example is someone who has been working with us for over a year has accrued their 4 weeks but not taken any time off. People in that situation will be directed by management to use their leave, as we’ve decided it is in the best interest of our organization. (3) Regarding work-from-home arrangements, we will implement and adhere to Section 65 of the Fair Labour Standards Act, which states that employees are permitted to propose changes to their work arrangements. We make every effort to facilitate them because we recognise that many employees have other commitments outside of work. For instance, parents, a career, old age, domestic violence, or assisting an immediate relative. As Premier Bank Pty Ltd, we recognise that our employees have to deal with situations and obligations outside the workplace, so allowing them to work from home will provide them with comfort and commitment. There will be three days in the office and then two days at home. This arrangement will allow employees to experience both the office and home environments. The new EBA will permit employees to determine when they work from home and in the office. This will be effective as it will give employees the opportunities to experience the best of both worlds. For instance, working at home will give employees opportunities to have a flexible work environment whereas an office will provide employees with opportunities to network with other coworkers. Another thing that will be implemented in the EBA is work health safety for working at home as directed by workplace health and safety 2011 (WHS). We know that there is a risk that will arise from working from home. For instance, Physical hazards such as slips. As Premier Bank we will eliminate WHS risk that can arise from home by implementing a policy and training the employee will eliminate the possible chance of facing risk in the workplace . We await your response to our proposal, Best Regards, Management Premier Bank Pty Ltd

Reply Quote Grade as ReadThread:NegotiationPost:NegotiationAuthor:📷 Abdul MahroofPosted Date:19 May 2023 8:04 PMStatus:Published
To the Members Benefit Union,
We the management of Premier Bank Pty Ltd are initiating the negotiations concerning our three main provisions that need to be resolved.

1. Multi-week Roster Cycle
2. Annual Leave
3. Working from Home Arrangements
4. Length of the Cycle: After careful consideration and feedback from employees, agree on a four-week cycle where the nominal weekly hours of 38 will be distributed evenly. This means that employees will work an average of 38 hours per week over the four-week period.

Shift Distribution: Establish a fair and balanced distribution of shifts within the cycle. Take into account factors such as peak business hours, employee preferences, and operational requirements. Consider implementing a rotating shift schedule that allows employees to experience different shifts and avoid repetitive patterns.
Rest Periods: Set clear guidelines for rest periods and breaks between shifts to ensure employees receive sufficient rest and recovery time. Adhere to relevant labor laws and regulations regarding rest periods. Aim to provide consecutive days off within the cycle to promote work-life balance and well-being.
Shift Allocation Method: Implement a fair and transparent system for shift allocation. Consider a combination of factors, such as seniority, employee preferences, and skill set, to ensure fairness and equal opportunities. Provide a mechanism for employees to express their shift preferences and consider them when creating the roster, while balancing the operational needs of the organisation.
Flexibility and Adjustments: Allow for flexibility within the roster cycle to accommodate unforeseen circumstances or individual employee needs. Establish a process for employees to request shift swaps, time off, or adjustments to the roster with reasonable notice. Encourage open communication and collaboration between employees and management to address scheduling conflicts and ensure smooth operations.
Communication and Transparency: Establish clear communication channels to keep employees informed about the roster cycle, any changes, and updates. Utilize digital tools or platforms to provide real-time access to the roster, making it easier for employees to plan their schedules. Ensure transparency in the allocation process and provide clear explanations for any deviations from employee preferences.
Review and Evaluation: Schedule regular reviews and evaluations to assess the effectiveness of the multi-week roster cycle. Gather feedback from employees and management regarding its impact on productivity, employee satisfaction, and work-life balance. Use the feedback to make necessary adjustments and improvements to the roster system.
(2) Regarding annual leave for employees working on a full time basis; 4 weeks of paid leave will be allocated to those employees who work continuously throughout the year. For part-time and casual employees working from the multi-week roster cycle you will be eligible for an additional (4) days. All annual leave will be paid in accordance to your previously agreed upon wage. Leave must be certified by your scheduling manager 5 weeks prior to it’s commencement or it may not qualify as paid leave. Any unused leave will rollover into next years cycle with the understanding it does not qualify as excessive. “Excessive Leave” is any amount of accumulated leave that has not had a minimum period of 14 days used in over a year, not including holidays. An example is someone who has been working with us for over a year has accrued their 4 weeks but not taken any time off. People in that situation will be directed by management to use their leave, as we’ve decided it is in the best interest of our organization.
(3) Regarding work-from-home arrangements, we will implement and adhere to Section 65 of the Fair Labour Standards Act, which states that employees are permitted to propose changes to their work arrangements. We make every effort to facilitate them because we recognise that many employees have other commitments outside of work. For instance, parents, a career, old age, domestic violence, or assisting an immediate relative. As Premier Bank Pty Ltd, we recognise that our employees have to deal with situations and obligations outside the workplace, so allowing them to work from home will provide them with comfort and commitment. There will be three days in the office and then two days at home. This arrangement will allow employees to experience both the office and home environments. The new EBA will permit employees to determine when they work from home and in the office. This will be effective as it will give employees the opportunities to experience the best of both worlds. For instance, working at home will give employees opportunities to have a flexible work environment whereas an office will provide employees with opportunities to network with other coworkers. Another thing that will be implemented in the EBA is work health safety for working at home as directed by workplace health and safety 2011 (WHS). We know that there is a risk that will arise from working from home. For instance, Physical hazards such as slips. As Premier Bank we will eliminate WHS risk that can arise from home by implementing a policy and training the employee will eliminate the possible chance of facing risk in the workplace .
We await your response to our proposal,
Best Regards,
Management Premier Bank Pty Ltd

I am this 18 year old kid who lives in Oregon. But I'mma tell you when I was about 10, and living in my parents house. So on a Wednesday afternoon after I got home from school I would always look outside my room window, and what I saw was someone moving in next door to my house, it was a man, probably around his mid-30s to his early 40s. At first he didn't seem odd or anything, just a normal guy moving in. Over time he started to get creepy though like he would just stare at our house if he was outside, checking the mail or just sitting on his porch. When me and my friends was outside playing he would always try to talk to us but my mom always said don't talk to strangers so we would just go back inside once he was walking over to us. One day, when my mom was at work my dad and I was watching movies together in the living room til' we was interrupted a few hours later, by this time the sun had already gone down. My dad had paused the movie and gotten up to see who it was, he peeked through the peep whole in our door. He opened the door. I then saw that it was our creepy neighbor from next door. My dad asked once he opened the door "what do you need sir" the man then pointed straight at me and said "the child, I want the child" "my kid is not for sale, now get off of my property" my dad had said with a little bit of aggressiveness in his voice. I can clearly see the man was getting mad but walked away like he was told to. My dad closed the door and sat back down on the couch. We finished a another movie before my dad had to do go pick up my mom from work. He told to get in bed and said that he loved me before leaving, I of course when to bed after I got done brushing my teeth. I woke up a few hours later to it being cold in my room, I looked around my to see that my window was wide open and air was coming in. But despite the chilling air I knew something was off, very off. I got up from my bed and checked my closet but nothing was there I then looked under my bed but I what I saw scared me to death. My creepy neighbor was under my bed sleeping, I had to walk out of my room as quietly as I can trying not to wake him up. I made it to my parents room where I woke them up and told them what I found under my bed, my mom was horrified while my dad was pissed he then started to call the cops. After a few minutes the cops came and went into my room, I could hear some struggling before I saw my neighbor hand-cuffed and walking out of my room and into the cop car. Apparently he was wanted for murdering children in many states. Hopefully I never see him again.

so i have this regular customer who likes to take 20 minutes exactly while trying to get her payment out so we can give her food and drink. she came in yesterday and the timer was 19 minutes that she was sitting there in her car on purpose and intentionally knowing we have rush hour, our shift was asking what was the hold up and we told her the customer is still searching for her credit card on the app and we offered to give her.
we gave an update to the shift about it and the shift said: “just give her stuff for free to her, we don’t have a lot of time since it’s peak.” .
we tried doing that and the customer got upset and then proceeded to take even longer, her excuse was she’s waited and waited in the drive thru for long periods of times before and wondered why she couldn’t do the same to us when she gets the treatment back during a different time of day. turns out she does this on PURPOSE to make people mad and her order is done before hand. she came back today to complain to the store manager and said she was being treated rude and disrespectful when none of that happened at all. me and another person kept checking in on her and asking for help, but she insisted on ignoring us. cars behind her were also honking for the customer to move. ig they caught on. to make it even better she persisted we were lying about keeping track with drive thru times in our window. bruh- what the hell. this was the first time i’ve seen a store manager bring a customer to the back to show them. the customer still didn’t care.
our store manager told us to tell customers after we are done taking their order and telling them the price to say “make sure you have your payment ready at the window and we’ll meet you there.” but we already say that. i’m more disappointed that she’s gonna allow this customer who holds up our line intentionally during peak times only to complain.
if you’re a customer and you do this, just come inside. it’s not our fault we aren’t but don’t be an asshole and sit in line scrolling through all your apps just to see if you have the starbucks payment on your phone.
just idk man, im on my last leg. - from a barista who’s keeping patient as much as i possibly can, thank you.

I was sitting down painting a scale model and my Whoop recorded this…

I really don't know how to feel about this stuff as my parents are NOT reliable to talk to for things like this. I don't know if anyone will ever even read all this. I'm not sure if I was the asshole or not.
So, my (F25) and my brother (M22) were abused and neglected growing up. I left at 18 for college, and he lived at home. He has high functioning autism. He is able to work, drive, cook, clean, essentially everything, and I have seen him treat friends well, so I don't think his behavior was really because of his autism.
I asked my brother if he would like to live with my husband (M27) and I so that he could have a springboard for independence. I did not want him to be in that environment anymore, and he was not taking steps to leave until I asked. I felt it was my duty as a big sister to give him a healthy environment.
I was nervous for him to move in, because I have had very bad experiences with the majority of important men in my life with the exception of my husband, but I wanted to connect with my brother who I was unable to as a child because we were pitted against each other for competition. My husband loves him as a little brother, and we decided to charge him only 500 out of the 1900 for the apartment with zero utilities so that he could save.
I tried to hang out with him and cook with him! He told me he needed to learn more foods, and I love cooking, so I was very happy to spend the time with him. However, he would refuse to spend the time together. He'd do a little food prep, then go back to his room to watch videos, leaving me alone to cook our food until it was ready. I would ask to tag along with him to the grocery store, and he'd just say "no." My husband and I only have one car that he had to use for work, and my brother knew this.
He refused to even leave icecubes for me to use. It was like he was holding them hostage! We had to borrow the car my mom let him borrow for a bit, and one day I got a novel of a text saying verbatim "you will get your ice when every day doesn't turn into a frantic search for my work hat and when you stop leaving garbage in my car" he never told me where to put his hat in the car, and I think I left 2 receipts in there but didn't notice as he's a delivery driver and would THROW EVERY RECEIPT IN THE BACK SEAT AND NOT CLEAN IT. HUNDREDS, IF NOT THOUSANDS OF RECEIPTS.
Stuff really never got better from there. I am recovering from cancer, and as my scar is on my neck, I struggle to breathe in the cold. I was also a CNA and worked long hours. I would ask him to take out the trash sometimes. I would ask him to wash his dishes and put them in the washer. I asked if he could maybe take our doggies out to the bathroom if I needed to get home late. Those were the only "chores" I had asked him to help contribute to the household with.
One day, I came home while he was cooking. I told him I emptied half the washer and asked if he would empty his half and put his dishes in. And if he could take out the garbage. He snapped and screamed at me that he was going to kill himself and that I'm using him as a servant. That none of the dishes or trash was his and that I'm taking advantage of him? I could understand that mentality if I asked him to do lots of stuff, but those are the only 2 things I ever asked for chores!! I asked him where his dirty dishes go, and he said IN THE SINK SO THAT I COULD DO THEM. He logic-ed it out that the dishes in the washer were his after that, but he then doubled down and started mocking me for asking him to contribute. Like, making a horrible voice and making fun of me.
Further explanation on how he looks: he is 6'4. I am scared of men yelling at me or being aggressive towards be because of our dad and an abusive long-term boyfriend, both of whom he knew about.
I was crying and begging my husband to walk through the door in my mind as he was doing this. He walked in 2 minutes after my brother stopped to find me crying. Later that night, my brother did apologize and hug me, but it was really scary.
He would ask for my husband to come home while he was working to take him to the store, which was only a 10 minute walk away. My husband loved him like family, so he'd always stop and help. He never once walked. And yet he would be mean about me asking to simply come with him to the store. Not even out of his schedule, just along for the ride.
My husband is Middle Eastern, and in his culture, it is extremely rude to have to do the chores of a younger person. My husband had to wash his dishes all the time.
In his culture, it is also very rude and disgusting to spit into the kitchen sink. My husband caught him doing that once, explained, and asked him not to do it again. He did not stop, and at one point, while we were both next to the sink, he came and spat in it in front of my husband.
The only thing my brother would help with was purchasing medical weed for my cancer recovery and massive amounts of cPTSD. After my medical card expired, I hadn't realized the renewal process, and getting a new card was expensive, so I asked if he could use his so that I could save a bit of money.
He flipped out on me for this after a while, because sometimes I would have to wait for a paycheck to pay him back because my husband and I were paying all the utilities and also my medical bills among all the other adult bills my brother straight up did not have. His only expenses were rent and gas and food. And he made more than me. I also have some memory problems (again from the cancer) that he knew about, but it really annoyed him having to remind me to pay him.
I told him that it was incredibly rude of him after all that my husband and I do for him to not help with one thing. The one thing that would minimize my PTSD symptoms. He told me something along the lines of that I was lazy, and if he didn't need to smoke every day, then I didn't either.
Apparently, he wasn't saving any money while he was living with us. He was spending it in video game stuff, I think skyrim was one of them. So he was freaking about me not paying him back quickly because he had nothing saved. It feels like he was taking advantage of our kindness.
We have since thankfully moved away and live in a different state. But before we left, I had breakfast with my mom and brother, and she brought up his screaming at me for the chores so that we could discuss him not doing that with significant others. He immediately blamed me for it and said he'd obviously never do that to anyone else, and the only reason he did was because he "was working up to 9 hours a day just so S(me) could smoke weed". A normal work day? Where he got paid $5 more per hour than me? And he was working full work days before I had to ask for his help? And then he started that mocking voice again, IN A RESTAURANT.
I'm just really hurt and could use validation if it's warrented because it took me 15 minutes to pry out of my mom how wrong it was of him to do that, to learn that she basically told him the same thing too. She refuses to be confrontational with him, which has always been a problem, as she would discipline me and not him.

Item Name Set Number: 75154 TIE Striker & 75153 AT-ST Walker
Lego Price: $119 + $85
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Description: Rogue One bundle!!
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Hello all, these are some questions i have that maybe im hoping i’m able get some honest feedback from you all. I’m 19 and a current full time student as an Avionics Tech. It’s a 1 year program and i’m currently 10 months in. Before i get bashed. No i did not wanna do avionics nor do i want pursue a career in that field. i simply was forced into taking the course. With that being said, i am currently standing on a job offer of 22.50 an hour with a 3500$ sign on bonus. i have 1 more interview, to go to in late june. I fully intend on getting my a&p. i just do not wish to take the college route as it is 1 hour and 15 minutes from my residence and the money i’m pouring into it. My plan is to OJT, my a&p for 30 months, than rather take the 18 month course. Some have agreed with this, while others haven’t. i come here looking for honest feedback, and more importantly guidance into this line of work. my questions are: what would you guys do in my shoes ? is OJT’ing my a&p a good idea? what should i most be concerned with at this point? what should a good starting pay be at my level, i have element 1,3 and 8 FCC licenses. ( i live in South Eastern U.S) and finally how has the career impacted your lives ?

Tl;dr: husband is emotionally abusive, lazy, manipulative, and controlling, has ups and downs where he is sweet and loving but then hateful and demeaning. Admits he has issues, shows guilt and shame when he know’s he’s wrong, cries when he opens up to me about personal issues, tells me he’s sorry. But he won’t change.
We met online when we were younger, when I was 18 I moved in with him. We lived with his parents, it wasn’t too long before I became pregnant with my son who is now 4 years old today. And just recently had our daughter who is 3 months. We still live with his parents. I stay home caring for our son and 3 MO daughter while he works a part time job at a feed store for barn animals. He gets paid a little over minimum wage so we barely make it by, and he owes a lot of people money, mainly his parents. He has it easy at work though, he drinks, smokes pot, plays on his phone a lot of the time, and gets paid under the table so we still get food stamps. Illegal, I know. I’ve pressed him about getting a better job since money is always an issue, he had an opportunity to work for Tesla making $25 an hour but refuses because quote “they slave their workers, I wouldn’t get time off, and what’s the point of working extra hours if it’s only going towards groceries” but he says this about every job that requires any actual effort and taking direction from other people, and would rather mooch off the government while he can. When he’s home he doesn’t do much other than play his playstation and yell at his son because he doesn’t want to deal with parenting more than half the time. When he does help, he acts like because he mowes the lawn every 3 months or help with the dishes 1 time of 10, he’s done his share of chores. He asks me if I need help with anything, and when I tell him what he could do to help he’ll do it but acts like it’s a problem or throws a fit, so I would rather just do everything by myself instead of listening to him complain or half ass rush it. He gaslights me constantly and makes me feel like I’m crazy, says something disrespectful like calling me a stupid bitch then somehow turns it around on me and makes me feel like I deserved it while also telling me he’s “sorry but I was being rude”. I feel like I’m walking on my toes, always on edge, have to watch my tone and how I say things because I don’t want to accidentally rub off the wrong way when I have no intentions to. He acts like everyone around him has a problem when in reality he is the only one with a problem. When we get into disagreements he has to raise his voice over mine and if I say something back that he doesn’t like he’ll say something disrespectful or degrading to me, then try to apologize minutes later and somehow twist it by putting words in my mouth or saying I acted a certain way when I didn’t, while also apologizing and making me feel like I’m absolutely nuts. When I threaten to leave him after he treats me like shit, he threatens me that I will never see my kids again, and he’ll win full custody. And if he sees me packing my bags then he’ll physically try to stop me, snatch my phone, tell me to stop acting crazy, then cry, pout, drop to his knees and promise that he will change but he never does. One minute he’s loving, buying me flowers, helping around the house without making it a problem, helping me cook, spending time with our son, then the next he’s a different person that I don’t want to be around. Yesterday he called our son a little cry baby bitch and an idiot, and I absolutely lost it, he told our son he was sorry then gave him a hug, but that doesn’t give him the right or excuse. I recently found out that he’s been selling drugs (meth is one of them) on the side at his job for pocket money when he gave me more than he normally gives me each week. He acts like because he gives me 70% of his earnings that I should be grateful, so if I tell him I don’t like something (such as drinking on the job) he’ll go “you try working, paying for gas, and taking care of everyone but yourself then start talking. Life fucking sucks, you will never understand how hard it is”. Somehow my son has a closer bond with his father than he does with me, so I always feel like maybe I’m the one that’s doing something wrong. I’m unhappy, I constantly feel drained and like I don’t have the energy to be the best mom I can be, and my son is constantly pushing me away. I feel like this is all my fault. I’m starting to detach from reality, I don’t know what I like or who I am anymore. I have daily panic attacks, can never think straight. My husband tells me he knows he has problems, sometimes he’ll talk to me with tears in his eyes about how he wishes he could just be and feel normal and how sorry he is and how he just wants us to be happy but he doesn’t know how to get through life because of his own childhood trauma and personal demons, and that he can’t be fixed and no one understands, and I pity him. He’s never been able to hold down a job, he talks back to the managers or is disrespectful or constantly calls in to stay home to zone out on video games because he can’t handle the real world or letting someone have more control than him when it comes to work. I’ve known him long enough to know he has issues, and I believe he does love us, but I cannot constantly hold his hand through everything and let him demean me and everyone around him like this because he has issues. I shouldn’t have to feel like I’m the one taking responsibility for his actions or hurtful words. I’ve told him to get counseling, but he says no one understands, and he laughs at the idea of talking to a professional. I can’t help him. I don’t know if I love him anymore, I care about him as a person and deep down wish he would change. What do I do? Please help me open my eyes and tell me what I need. I don’t know what I need anymore

A while back I started saving issues as I saw them pop up in the gun subs and if I remembered to.
This isn't a foolproof method of cataloguing because the threads can go away as accounts are closed from people leaving Reddit or getting banned, and it requires me to consciously remember to save the thread. I can recall several instances of these issues and if you read the comments, you may even find references to those issues observed around the same time as the saved ones but the original posts were lost. For example, I have 1 saved bolt failure from Aero, but I've seen this happen at least 3 other times with their C158 bolts.
Notable new entries in the list:

• Wilson Combat
• Centurion barrels
• Eotech
• Trijicon
• LaRue
• Hodge
• Proof
• Lilja
• Colt
• Scalarworks
• Vortex

​
But anyways, here are some issues I do have saved and can go through:

Aero/BA

• Bolt failure
• Super laundry list
• Bad P/W
• Index pin too long
• BA barrel muzzle damage
• Out of spec lower
• Handguard misaligned
• Rough machining
• BA chamber bur
• Soft bolt/bad heat treat 9310
• Aero Solus headspace issue caused by bolt production
• Gouged crown
• Lower drilling issues
• Multiple QC issues with BA barrels
• BCG burrs
• Aero 9310 bolt breakage at 3.5k rounds

Daniel Defense

• Bolt Failure
• Bad function x2
• Keyholing new barrel

Bear Creek Arsenal

• Ejection issues
• Extractor break
• Bad accuracy
• Bad accuracy
• Wrong barrel with wrong markings in wrong upper (Neva been done befow)
• Illegal immigration scandal
• Bad Accuracy
• Bad headspace
• Multiple issues
• Function issues
• Trash accuracy
• Trash chamber
• Trash accuracy
• Out of spec chamber
• Worst possible accuracy ###* Bad accuracy, missing gas ports, gas port upside down, all kinds of stuff. Has a mini list of its own
• Extractor broke
• Bad performance and customer service
• Bad gas port
• Missing gas port
• Feed issues
• Eject issues
• parts issue, bad CS
• BCA bolt soft metal
• Bad function
• Bad extractor
• Extractor issues x3
• Bad accuracy
• Bad accuracy
• Canted front sight
• FTF issues
• Precision issues/bad accuracy
• Bad gassing
• Bad mag catch
• Bad receiver fit
• dumb design

Hornady/Frontier Ammo

• Press Trashed
• Banana-peel gun
• Kaboom
• Kaboom
• List of Kabooms
• Kaboom
• Dramatic overpressure/deconstruction
• Frontier disassembly
• Frontier disassembly
  
• A-Tips self destructing x2
  
• Hornady dies bad x2
  
• Squished ammo
  
• Dented ammo
  
• broke bolt?
  

Christensen Arms

• Trash Accuracy x2
• Trash Accuracy
• Trash Accuracy?
• Trash Accuracy
• Trash accuracy
• Bad performance
• Messed up chamber
• Bad accuracy
• Bad performance
• Bad accuracy x2
• Bad accuracy
• Overpressure/chamber issues x2 - confirmed by Hornady
• Bad accuracy
• Bad accuracy x2
• bad CS
• Bad accuracy

LMT

• Laundry list of issues
• Broken Forward Assist
• Bad machining
• BCG issues x3
• BCG issues
• Bolt heat treat issues

Cabelas Brand Scopes

• Reticle pop - I have seen this at least 4 times, but I only have threads saved for one.
• Wobble reticle

Cookie Cutter

• Broke

Swampfox

• Broke, didn't back product

Rise Armament Triggers

• Out of spec trigger
• Out of spec trigger
• Out of spec trigger x2
• Out of spec trigger
• Trigger reset issues x2
• Light Primer Strikes x2
• Unsafe function, burst fire
• Jiggle trigger
• Dead trigger

Toolcraft BCG

• Short gas ring life

Radical Firearms

• Messed up chamber

Remington

• Bad performance
• Bad QC
• Broken parts
• Rustington
• Crooked drilling
• Rustington

Remans

• Rifle detonation
• Cartridge deconstruction
• Ammo falls apart

Ruger

• Ejector issues
• Bad customer service
• Kaboom
• Sticky bolt

Bergara

• Loose barrel

Wilson Combat

• Ugly bore
• Bad performance

PSA

• Broken lugs
• Bad extraction
• Lots of issues
• Walking handguard

Faxon

• Crappy Customer Service
• Bad gas key fit

Fake Harris Bipod

• Pads ghosting

Fail Zero BCG

• No Holdback follows BCG
• Laundry list of issues

Superlative Arms

This one is extremely common with AGBs and I normally don't save threads about this. In a way, this is user error, but with a product that is easy to make your gun function unreliably.

• Frustrated by gas block x2

Mossberg

• Crappy performance - this is a common problem in years past, only died down because people stopped buying them.

Norma

• Ammo overpressure
• Bad ammo
• Kaboom
• bad ammo
• kaboom

PMC

• Crushed ammo - I have personally had this happen with Federal as well.

Davidson Defense

• Bad reaming
• Bad headspace
• Loose barrel extension

Atheris

• Bad customer service - Atheris has had major issues this past year with getting products out and dodging customers, getting mad on social media. Avoid.

Chinesium

• Broke CH

Q

• Broken The Fix - This rifle line has had a ton of issues and the Q owner is an asshat.
• Multi-issue master list
• Bad function
• bad function

BCM

• Barrel Keyholes x2

Savage

• Bad performance
• Bad bore
• Rust bolt
• Rough bore
• Rough bore
• sticky bolt

KAC

• "Out of spec mag-well"

B-Kings

• Bad performance
• Broken extractor

Geissele

You can read about their performance, design, and customer service issues with triggers/handguards anywhere. netchemica has a good thread ripping into them

• Bad CS
• Bad finish
  
• Maybe not a real issue, bent bendy-bill rail
  
• Ashy finish
  
• Short chamber
  
• Gritty SSA-E
  
• Bad upper
  
• Bad Uppers
  
• Weird cam pin
  
• Missing parts
  

Anderson

I don't have a lot of threads saved though I have seen several out of spec issues.

• Out of spec lowers x3
• Junky Detents

FN

• Rough bore universal on their CHF barrels
• Dust cover latching issues

Rare breed

• Light primer strikes

Sharps

• Out of spec BCG?

Odin

• Bad performanhce
• Undersized gas port x2
• Kaboom

Rosco

• Barrel machining defects
• Burrs on feedramps

Swampfox

• Broken optic

Tula

• Glued in ammo
• Glued in ammo
• Soft cases
• Glued in ammo

Crimson Trace

• Reticle/glass issues

Arken

• Broken scope

Franklin

• Outrunning trigger - this is a common problem for this trigger.

Leupold

• Mk5 illum bleed
• MK5 tracking issues on snipershide
• Multiple reports of MK5 scopes failing in competition settings
• MK5 more tracking issues
• D-Pro optic failed
• Turret issues multiple
• delam illum on VX3

Winchester

• Primers issue

Holosun

• Dodgy Customer service
• Poor coating/glare issues/internal reflections
• Glue glare/internal reflections issue

PVA

*Bad CS - from deltatrainer

Wilson Combat

• burr in bore

Centurion Arms

• Weird cold bore/POI shift issues

PPU

• Sticky ammo x2
• No thread, but major recall on Grendel years ago due to overpressure kabooms

SLR

• Weird erosion issue

ZRODELTA

• Exploding flash hider

Eotech

• Delaminating glass - recurring issue

Trijicon

• Gritty/inconsistent turrets
• Canted crosshair
• Bad illumination

LaRue

• Broken Bolt
• Broken Bolt

TNTE Sales

• Bad P/W, bad CS

Hodge

• Damaged receiver

Lilja

• Bad barrel extension machining, bad gas port

Springfield

• Waypoint 2020 function
• Waypoint fail to eject
• Waypoint broke firing pin, multiple other issues x2

Proof

• Delaminating CFRP

Colt

• Bad heat treat receiver
• No thread - my own - Night sights pop out of 1911
• No thread - my own - canted installed barrel
• Cosmetic damage

Amend 2

• Multiple issues with polymer grendel mags

Wolf

• split grendel cases
• No thread, my own issues, 10% charge weight variation
• kaboom

Athlon

• Crud in glass

Monstrum

• Multiple issues with G2

Sionics

• NP3 Crack

McGowan

• Bad drilling

ARC

• too tight rings

MPA

• Exploding brake

Scalarworks

• unreliable mount
• Cracked mount
• ARFCOM multiple cracked mounts documented
• Cracked mount

Primary Arms

• Glass coating/anti reflective issue
• Contaminated glass

Strike industries

• Cookie cutter brake break - seen this several times

JP

• Broken bolt

Aimpoint

• Contaminated glass

Freedom Munitions

• Misfires
• Multiple issues

S&B

• shoulder splits

Vortex

• Broke turret

Woox

• Bad design

A while back I started saving issues as I saw them pop up in the gun subs and if I remembered to.
This isn't a foolproof method of cataloguing because the threads can go away as accounts are closed from people leaving Reddit or getting banned, and it requires me to consciously remember to save the thread. I can recall several instances of these issues and if you read the comments, you may even find references to those issues observed around the same time as the saved ones but the original posts were lost. For example, I have 1 saved bolt failure from Aero, but I've seen this happen at least 3 other times with their C158 bolts.
Notable new entries in the list:

• Wilson Combat
• Centurion barrels
• Eotech
• Trijicon
• LaRue
• Hodge
• Proof
• Lilja
• Colt
• Scalarworks
• Vortex

​
But anyways, here are some issues I do have saved and can go through:

Aero/BA

• Bolt failure
• Super laundry list
• Bad P/W
• Index pin too long
• BA barrel muzzle damage
• Out of spec lower
• Handguard misaligned
• Rough machining
• BA chamber bur
• Soft bolt/bad heat treat 9310
• Aero Solus headspace issue caused by bolt production
• Gouged crown
• Lower drilling issues
• Multiple QC issues with BA barrels
• BCG burrs
• Aero 9310 bolt breakage at 3.5k rounds

Daniel Defense

• Bolt Failure
• Bad function x2
• Keyholing new barrel

Bear Creek Arsenal

• Ejection issues
• Extractor break
• Bad accuracy
• Bad accuracy
• Wrong barrel with wrong markings in wrong upper (Neva been done befow)
• Illegal immigration scandal
• Bad Accuracy
• Bad headspace
• Multiple issues
• Function issues
• Trash accuracy
• Trash chamber
• Trash accuracy
• Out of spec chamber
• Worst possible accuracy ###* Bad accuracy, missing gas ports, gas port upside down, all kinds of stuff. Has a mini list of its own
• Extractor broke
• Bad performance and customer service
• Bad gas port
• Missing gas port
• Feed issues
• Eject issues
• parts issue, bad CS
• BCA bolt soft metal
• Bad function
• Bad extractor
• Extractor issues x3
• Bad accuracy
• Bad accuracy
• Canted front sight
• FTF issues
• Precision issues/bad accuracy
• Bad gassing
• Bad mag catch
• Bad receiver fit
• dumb design

Hornady/Frontier Ammo

• Press Trashed
• Banana-peel gun
• Kaboom
• Kaboom
• List of Kabooms
• Kaboom
• Dramatic overpressure/deconstruction
• Frontier disassembly
• Frontier disassembly
  
• A-Tips self destructing x2
  
• Hornady dies bad x2
  
• Squished ammo
  
• Dented ammo
  
• broke bolt?
  

Christensen Arms

• Trash Accuracy x2
• Trash Accuracy
• Trash Accuracy?
• Trash Accuracy
• Trash accuracy
• Bad performance
• Messed up chamber
• Bad accuracy
• Bad performance
• Bad accuracy x2
• Bad accuracy
• Overpressure/chamber issues x2 - confirmed by Hornady
• Bad accuracy
• Bad accuracy x2
• bad CS
• Bad accuracy

LMT

• Laundry list of issues
• Broken Forward Assist
• Bad machining
• BCG issues x3
• BCG issues
• Bolt heat treat issues

Cabelas Brand Scopes

• Reticle pop - I have seen this at least 4 times, but I only have threads saved for one.
• Wobble reticle

Cookie Cutter

• Broke

Swampfox

• Broke, didn't back product

Rise Armament Triggers

• Out of spec trigger
• Out of spec trigger
• Out of spec trigger x2
• Out of spec trigger
• Trigger reset issues x2
• Light Primer Strikes x2
• Unsafe function, burst fire
• Jiggle trigger
• Dead trigger

Toolcraft BCG

• Short gas ring life

Radical Firearms

• Messed up chamber

Remington

• Bad performance
• Bad QC
• Broken parts
• Rustington
• Crooked drilling
• Rustington

Remans

• Rifle detonation
• Cartridge deconstruction
• Ammo falls apart

Ruger

• Ejector issues
• Bad customer service
• Kaboom
• Sticky bolt

Bergara

• Loose barrel

Wilson Combat

• Ugly bore
• Bad performance

PSA

• Broken lugs
• Bad extraction
• Lots of issues
• Walking handguard

Faxon

• Crappy Customer Service
• Bad gas key fit

Fake Harris Bipod

• Pads ghosting

Fail Zero BCG

• No Holdback follows BCG
• Laundry list of issues

Superlative Arms

This one is extremely common with AGBs and I normally don't save threads about this. In a way, this is user error, but with a product that is easy to make your gun function unreliably.

• Frustrated by gas block x2

Mossberg

• Crappy performance - this is a common problem in years past, only died down because people stopped buying them.

Norma

• Ammo overpressure
• Bad ammo
• Kaboom
• bad ammo
• kaboom

PMC

• Crushed ammo - I have personally had this happen with Federal as well.

Davidson Defense

• Bad reaming
• Bad headspace
• Loose barrel extension

Atheris

• Bad customer service - Atheris has had major issues this past year with getting products out and dodging customers, getting mad on social media. Avoid.

Chinesium

• Broke CH

Q

• Broken The Fix - This rifle line has had a ton of issues and the Q owner is an asshat.
• Multi-issue master list
• Bad function
• bad function

BCM

• Barrel Keyholes x2

Savage

• Bad performance
• Bad bore
• Rust bolt
• Rough bore
• Rough bore
• sticky bolt

KAC

• "Out of spec mag-well"

B-Kings

• Bad performance
• Broken extractor

Geissele

You can read about their performance, design, and customer service issues with triggers/handguards anywhere. netchemica has a good thread ripping into them

• Bad CS
• Bad finish
  
• Maybe not a real issue, bent bendy-bill rail
  
• Ashy finish
  
• Short chamber
  
• Gritty SSA-E
  
• Bad upper
  
• Bad Uppers
  
• Weird cam pin
  
• Missing parts
  

Anderson

I don't have a lot of threads saved though I have seen several out of spec issues.

• Out of spec lowers x3
• Junky Detents

FN

• Rough bore universal on their CHF barrels
• Dust cover latching issues

Rare breed

• Light primer strikes

Sharps

• Out of spec BCG?

Odin

• Bad performanhce
• Undersized gas port x2
• Kaboom

Rosco

• Barrel machining defects
• Burrs on feedramps

Swampfox

• Broken optic

Tula

• Glued in ammo
• Glued in ammo
• Soft cases
• Glued in ammo

Crimson Trace

• Reticle/glass issues

Arken

• Broken scope

Franklin

• Outrunning trigger - this is a common problem for this trigger.

Leupold

• Mk5 illum bleed
• MK5 tracking issues on snipershide
• Multiple reports of MK5 scopes failing in competition settings
• MK5 more tracking issues
• D-Pro optic failed
• Turret issues multiple
• delam illum on VX3

Winchester

• Primers issue

Holosun

• Dodgy Customer service
• Poor coating/glare issues/internal reflections
• Glue glare/internal reflections issue

PVA

*Bad CS - from deltatrainer

Wilson Combat

• burr in bore

Centurion Arms

• Weird cold bore/POI shift issues

PPU

• Sticky ammo x2
• No thread, but major recall on Grendel years ago due to overpressure kabooms

SLR

• Weird erosion issue

ZRODELTA

• Exploding flash hider

Eotech

• Delaminating glass - recurring issue

Trijicon

• Gritty/inconsistent turrets
• Canted crosshair
• Bad illumination

LaRue

• Broken Bolt
• Broken Bolt

TNTE Sales

• Bad P/W, bad CS

Hodge

• Damaged receiver

Lilja

• Bad barrel extension machining, bad gas port

Springfield

• Waypoint 2020 function
• Waypoint fail to eject
• Waypoint broke firing pin, multiple other issues x2

Proof

• Delaminating CFRP

Colt

• Bad heat treat receiver
• No thread - my own - Night sights pop out of 1911
• No thread - my own - canted installed barrel
• Cosmetic damage

Amend 2

• Multiple issues with polymer grendel mags

Wolf

• split grendel cases
• No thread, my own issues, 10% charge weight variation
• kaboom

Athlon

• Crud in glass

Monstrum

• Multiple issues with G2

Sionics

• NP3 Crack

McGowan

• Bad drilling

ARC

• too tight rings

MPA

• Exploding brake

Scalarworks

• unreliable mount
• Cracked mount
• ARFCOM multiple cracked mounts documented
• Cracked mount

Primary Arms

• Glass coating/anti reflective issue
• Contaminated glass

Strike industries

• Cookie cutter brake break - seen this several times

JP

• Broken bolt

Aimpoint

• Contaminated glass

Freedom Munitions

• Misfires
• Multiple issues

S&B

• shoulder splits

Vortex

• Broke turret

Woox

• Bad design

Item Name Set Number: BDP Studgate Train Station 910002
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This isn't specifically OAD related but this community has been so helpful in the past and OADers may have more opportunities to experience something similar.
I(33F) was laid off a while ago after the better part of a decade from what I thought would be my forever job. I have been searching for a new job and found very little available and none of it really excited me. My employer didn't leave me high and dry, and we were lucky enough to have some savings built up, so I decided to really commit to figuring out what I want to do in between job applications. I love being a stay at home mom, but it's not feasible for us to live on one income.
Well, I found a career path that legitimately fills me with joy to think about. I researched the education opptions, the job paths, the outlook and active job listing in my area, and the salary. I was surprised to find that the local technical college provides the Associate program I would need, and that it's offered at the location 5 minutes from my home. Everything just seems to be lining up....
But I have a family. I'm crazy to think that we could possibly survive on my husband's salary while I go back to school for 1.5-2 years! I receive unemployment but would probably loose it if I go to school. I would need to find some kind of job that will make me at least $500 a week and miss so much time with my husband and 5yo kiddo.
It's also not my first attempt at furthering my education. I have tried and failed before. Granted I was 18-22 at the time, but it still puts so much doubt in me. If I do this, I can't afford to fail. It's my family's wellbeing on the line.
I'm planning to meet with job services and a school advisor. I have been researching scholarships and will ask both about any resources they have for financial aid.
To parents who have gone through this, any advice, resources, or words of caution are fully welcomed.