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Joined 1 year ago
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Cake day: June 20th, 2023

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  • Honestly? I went into it as an investment, from a capital appreciation stand point I have done very well. I’ve mentioned in another post that I basically charge minimum rent (30% below market). When I had kids I thought the properties would provide decent income for the kids so it would supplement what they earn in the long term. But then one of my children ended up with a life long disability. My properties are in a condo/town house community close to many amenities. It’s very possible they may end up living in one of the properties while the other parts for their expenses. If I had wanted to get out I would have done so last year. But as it turns out I may actually need the properties to ensure my kid doesn’t end up as a disabled homeless person. So at the end of the day, I’m not interested in making money off the properties, I just cover expenses. It’s probably who I’ve had the same tenants for 12 years. I literally don’t even remember their names.




  • Most legal action will not involve the direct supervisor, and it probably shouldn’t. A direct supervisor could have stepped in here and possibly made a difference. However, the idea that a direct supervisor will by design know when to violate company policy in order to safeguard an employee is not feasible… The company managers and those who are responsible for implementing state laws for protecting employees need to be held accountable. Direct supervisors should be documenting the policy issues that are a problem, and helping the union stewards to get the policies changed. In a perfect world… Unfortunately most companies hate working with unions and managers are too removed from the issues that are harming employees. The current system sucks.