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#paid time off
bitchesgetriches · 2 months
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Dear bitches, I have a question that may benefit the class: I'm lucky to have a job that has a very generous 15 day sick leave policy, and no health issues that would make me take it - except that I also have the copper IUD that gives me horrid cramps on day 1 of my period, for just about 24 hours exactly.
What is the business speak for 'I'm taking a sick day today because of my period'? What is the general business speak for 'I won't be here for a day for health reasons' that doesn't imply contagion or invite questions about how I'm feeling when I come back? Thank you and I hope you know JUST how appreciated you are (seriously, who else would I ask this to)
Sweetie pie... we LOVE that we're the ones you choose to ask this of. This is all we ever wanted--for strangers on the internet to talk to us about their periods!
(Sidenote: I, Piggy, also currently have an IUD, and it leads to practically ZERO symptoms of menstruation. I don't bleed, I don't get cramps, I don't experience mood swings. About once per year my face breaks out in zits and I bleed a small amount for a few hours. That's it. I fucking love it. So readers, just keep in mind that everyone's body is different and your symptoms may vary on any medication. I DIGRESS.)
The #1 thing to keep in mind is that your employer is not entitled to any confidential medical information. If you have cancer, they don't have a right to that information. If you've got a headache, they don't have a right to know. If you're considering a cosmetic surgery, a gender alignment surgery, or any other surgery... they don't need to know. So if you're menstruating and it hurts, they definitely don't get to know.
So my preference would be to go with the direct approach. If you're cramping and you want to take a sick day, just tell your employer "I'm taking a sick day." If they press for details, say "I'll see you tomorrow. :)" If they keep pressing, remind them that they are not legally entitled to your confidential medical information.
But if you'd rather not be direct (and who could blame you?) just tell them you "got food poisoning from the mussels at that place off of i70--you know the one? Yeah last time I'll make that mistake, even if I do have a Groupon. I didn't know puke could even BE that color!" Food poisoning is gross and temporary and tends to dissuade further questions.
Blood Money: Menstrual Products for Surviving Your Period While Poor 
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According to a newly unveiled memo from Michigan Republicans, workers shouldn’t be guaranteed paid leave from work to care for one’s newborn or a seriously ill family member — instead, the party says it’s akin to taking “summer break.”
This week, Michigan’s Democratic Gov. Gretchen Whitmer called on the Democratically-controlled legislature to pass guaranteed paid family and medical leave for workers in the state to ensure that workers can deal with personal matters without having to worry about losing their jobs or missing a paycheck. The U.S. is the only wealthy country in the world that doesn’t guarantee paid family or sick leave to workers.
Apparently, Michigan Republicans believe that people should be forced to work or miss out on pay if they have to take care of themselves or their family. In a memo dated August 30 obtained by The Messenger, Republicans in the Michigan House called paid family leave a “ridiculous idea.”
“Lansing Democrats want to take money out of your paychecks with a new tax to pay for summer break for adults. It’s a ridiculous idea that people just can’t afford,” the memo said. The purpose of the memo is for “messaging points,” The Messenger reported, meaning that it’s circulated for politicians to use for talking points on the issue.
In a post on social media this week, Republicans also said that Whitmer’s call for paid leave to tyranny. “Aspiring tyrants never tire of grand plans of telling YOU how to live!!!” the Michigan Republican Party wrote.
Republicans were blasted for their obtuse messaging on what is a crucial labor policy for workers and families.
The memo “shows, once again, how deeply out of touch the Michigan Republican House Caucus is with Michiganders,” Lavora Barnes, the chair of the Michigan Democratic Party, told The Messenger. “There is no way to spin it — this is a blatant insult to everyone caring for a loved one and having to make some of the hardest decisions of one’s life.”
Barnes said the language in the memo is “offensive beyond belief.”
The messaging displays the state Republicans’ ignorance of the purpose of guaranteed paid leave. To compare paid sick or family leave to “summer break” is to suggest that workers would only use such policies for fraudulent reasons. Of course, this is untrue just taken at face value — workers get sick and need time to recover. They also have children — perhaps children due to being forced to carry pregnancies to term as a result of Republican policies— and need to take time off to parent them.
It also suggests that it is negative for workers to take time off for pleasure reasons. Indeed, one Republican told The Messenger that the family leave policy would allow people to “falsely claim leave.”
Even if Republicans’ incessant claims of widespread fraud in welfare and other programs were true — and research has consistently shown that they are not — it is natural for workers to need time away from work. Michigan Republicans may know this well; the Michigan House, like many state legislatures and the U.S. Congress, is often out of session for weeks at a time.
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solarpunkmagazine · 2 years
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Pleased to share “Solarpunk at Work,” the issue collaboration between Solarpunk Magazine and Jobs With Justice’s Paid Time Off.
Here is the link to our website, which hosts the digital editions for $6.
Features cover art by Jan Erika Cruz. Stories by Amy Nagopaleen, Kudakwashe Mushayabasa, and Raquel Setz. Poetry by Eva Papasoulioti and Lorraine Shein. Art by Evgenia Pyak and Hal Hefner. Nonfiction by Elsie Odero and interviews by Abriana Tuller and Christina De La Rocha.
Subscribers of Paid Time Off will receive a printed copy of the issue in October, 2022.
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It was a pleasure to collaborate with Jobs With Justice on this special issue. JWJ is a labor rights organization based in the United States. Among their core values is the belief that all workers should have the right to collectively bargain for better working conditions. Go check them out!
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dogzcats · 1 year
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askagamedev · 1 year
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I saw you did a bunch of vacation reblogs during the holidays. How hard is it to get a vacation during the holiday season? Is the holidays a “light time” for most developers since most of the major titles were released before the holidays?
Most major American-based publishers shut down between Christmas Eve and New Year's Day. The only ones still working at those times are the on-call live teams and we try not to launch anything new during the holidays in order to keep things as stable as possible so as to make minimize their workload.
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It is true that the holidays tend to be lighter days for us. Many of us take our vacations during this time as well, since we've already got a week and a half or so of paid time off, so extending that with vacation time feels very good as well. Because so many people take vacations around this time, most big tasks get delayed or postponed through December into January.
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The only real exception to this is when the project is crunching... and even then, we still get the holidays off. In my experience, I've crunched up to the holidays and crunched after I returned, but the time in between was never taken from me. We rarely crunch around this time, since it would mean we would be pushing towards a certification submission, but the First Party certification teams also go on holiday break so everything gets pushed back anyway.
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musiccokeandfrench · 1 year
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I'm very proud of Illinois for mandating 40 hours of paid time off for employees annually.
To the business owners bulking that this will hurt your business - if you cannot provide a maximum of 5 days of paid leave for your employees that you profit off of, you're not running a successful business. You should close your doors and get a real job. See what it's like to not set your own hours and not be able to take time off when you need to.
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thegenxpointofview · 2 years
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How to make more money and perks at work
How to make more money and perks at work
So it’s been a while since I have done a “working” piece. Quick recap, at prior roles I have been a manager who hired and fired staff. Now it’s been a minute since then but not that long ago. So take my advice here with a grain of salt. Now what I am about to reveal isn’t rocket science, you could probably come to the same conclusion. BUT as a former manager I can tell you the people who had…
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ahhvernin · 1 year
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When your boss asks where you are and why you didn't come to work and that they couldn't find any time you submitted and you just text back the screen shot of your PTO submission calendar that you took last week. And say, "its been submitted and approved by you. See you at 11am."
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johnfeldmann · 18 days
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An increasing number of Gen-Z employees say they feel guilty for taking time off from work. Here are some ways the youngest generation of workers can avoid vacation guilt and enjoy their downtime.
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wack-ashimself · 1 month
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What is an extreme that I have believed since my first full-time job? It is entirely and completely idiotic that we have to earn paid time off. That should be the default. And anybody who argues otherwise is a bitch to the system. And I guarantee you they're either rich or stupid. Because they sure as fuck not taking the paid time off. Sure I understand maybe you can't use it the first month, but having to wait a year to get any kind of paid time off is sadistic. And the worst part is it's not like it's good paid time off. It's not like you're getting triple pay while you're relaxing. It's the same pay. The same pay that keeps you poor. It just means you get to relax for a few hours. God, the USA settles so low, set the bar so low, that they don't even know how to fucking look up. We have less benefits and rights than our grandparents. We just have the technology to keep us distracted from that fact.
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bitchesgetriches · 2 months
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"I work for a company with an incredibly generous 15 day sick day policy" pisses me right off. Fuck you, America.
Signed, someone in a civilised country who gets six months.
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Yeeeeeah. We're all pretty jealous and in awe of your civilized work benefits. Can we come live with you??? What's it like just never having to deal with burnout???? How does it feel to just, like, stay home and recover from an illness instead of trying to work through it?
I currently work for a company that has "unlimited paid time off," it's literally half the reason I accepted the job, and all of my friends are SHOCKED by how generous this policy is.
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atlxolotl · 1 month
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"It was the labor movement that brought you the holiday weekend." - Sen. Bernie Sanders
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solarpunkmagazine · 2 years
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Hello! I hope we’re all feeling very pro-workers’ rights on this night and day. Introducing our upcoming collaboration with Paid Time Off, the zine of Jobs With Justice!
We are so excited to announce the contributors’ names of this special solarpunk labor-themed issue. We had a blast working with PTO on selecting pieces we felt best reflected the theme. Get ready for anti-capitalism, for safe working conditions, for fruitful efforts, and for vibrant imaginations. 💚
Available before the end of September 2022.
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mesrianilawgroup · 5 months
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What are California Paid Sick Leave Laws?
Thanks to the 2014 Healthy Workplace Healthy Family Act, employers in the state of California are required to provide their covered employees with sick pay. For every thirty hours an employee works, they earn one hour of sick leave. However, employers are allowed to limit employees to 24 hours of sick leave in a year. Sick leave may be used for a myriad of reasons including:
Tending to an illness
Recovering from an injury
Seeking a medical diagnosis
Tending to an ill or injured relative
Self-quarantining due to COVID-19 exposure
Dealing with the complications of abuse, assault, or stalking
California Paid Sick Leave Requirements
There are some requirements and limitations for obtaining paid sick leave:
Full time and part time employees including temps and seasonal workers are covered provided they worked for the employer at least thirty days within a twelve month period.
Employees earn an hour of paid sick leave for ever thirty hours they work with few exceptions.
Employers are allowed to limit employees to 24 hours of paid sick leave each year.
Accrued sick time must be rolled over into the new year, however employers may limit the amount to 48 hours.
Employers are not required to carry over unused lump sum paid sick time.
Employers Obligation to Paid Sick Leave Laws
There are many things that California employers must do in order to comply with the Department of Industrial Relations such as:
Have a poster explaining paid sick leave posted where all employees can easily read it.
Have a written explanation of paid sick leave policies given to new employees when they are hired.
Allow employees to earn an hour of paid sick time for every thirty hours worked.
Provide earned sick leave at the employee’s request.
Keep employees informed of how much sick time they have, either as part of their paystub or provided on each pay day.
Maintain records of employees’ sick time both accrued and used going back three years.
Who is Covered by California Paid Sick Leave Laws?
The HWHFA covers all of California, but there are some exceptions depending on the job, circumstances, and even location. Generally, a California employee is covered if they have worked for the same employer for at least 30 days within a year regardless of if they are full or part time. Temporary and seasonal workers are also generally covered when they meet this requirement. If an employee is covered and then leaves a job, but then returns within a year, they will be covered as soon as they are rehired.
Exceptions, exemptions, and restrictions may apply to:
Government employees
Employees working under specific collective bargaining agreements
Home care support workers
Air carrier workers
Cities with their own sick leave ordinances are bound by both local and state regulations such as:
Berkeley
Emeryville
Los Angeles
Oakland
San Diego
San Francisco
Santa Monica
How Much Paid Sick Time Can Be Earned?
Generally speaking, California sick leave law requires that employees be given 1 hour of paid sick leave for every 30 hours that they work. The amount of paid sick leave an employee can earn may be capped at 48 hours per year, though employers are allowed to cap it at as low as 24 hours. There are however some cities that have their own laws and regulations regarding paid sick leave:
Oakland
< 10 Employees = 40 hours sick leave per year
> 10 employees = 72 hours sick leave per year
San Francisco
< 10 Employees = 48 hours sick leave per year
> 10 employees = 72 hours sick leave per year
Berkley
< 25 Employees = 48 hours sick leave per year
> 25 employees = 72 hours sick leave per year
Santa Monica
< 25 Employees = 40 hours sick leave per year
> 25 employees = 72 hours sick leave per year
Emeryville
< 55 Employees = 48 hours sick leave per year
> 55 employees = 72 hours sick leave per year
San Diego
All employees receive at least 40 hours sick leave per year
Los Angeles
All employees receive at least 48 hours sick leave per year
Ways to Earn Paid Time Off
There are several different ways that employers may decide to provide sick leave for their employees:
Statutory Accrual – Paid sick time begins accruing the first day of employment. At the minimum of 1 hour earned for every 30 hours worked, a standard 40 hour workweek would result in 1.33 hours earned.
Other Accrual – Employers may develop their own system for accruing paid sick time provided that the hours are received on a regular basis and result in at least 24 hours within the first 120 days after the employee is hired.
Lump Sum – Some employers may opt to just give employees all of their sick time at the beginning of each year. This does not mean that it has to be every January. Employers are permitted to decide which date to use as the start of the new year so long as it is consistently every 12 months. Many employers may choose the employee’s hire date as lump sum overtime must be given to new employees within 120 days of being hired.
Existing PTO Policy – Some employers may have separate vacation and sick time while others may combine them as one paid time off total. So long as the amount of time given meets the minimum requirements for paid sick leave, it is permissible.
Grandfathered Policies – There are some policies that had been established before 2015 that are permitted to remain in place afterwards provided that:
Paid time off is accrued by at least 8 hours every 3 months
Paid time off is earned by at least 24 hours within 9 months
Types of Paid Sick Leave in California
There are many different reasons why an employee may need to take sick leave. These reasons are often due to a personal illness or injury, the need to take care of an ill or injured relative, or even the complications that arise from being the victim of domestic violence. There are different types of paid leave depending on the details of the situation.
PSL – Paid Sick Leave
California state law maintains that all eligible employees receive at least 24 hours of paid time off every year in case of:
The need to heal from a personal illness or injury
The need to receive preventive care
The need to seek a diagnosis or receive treatment
The need to take care of a relative in the above situations
Eligible employees meet the following requirements:
Full-time, part-time, temporary, or seasonal employees
Are employed in the state of California
Have worked for the employer in question for at least 30 days within a year
Have been employed by the employer in question for 90 days prior to taking leave
Employers are permitted to have their own policies and accrual methods provided that they meet the minimum requirements set out by the law. Some cities have their own laws added to the state law that provide higher minimums in certain situations.
SPSL – Supplemental Paid Sick Leave for COVID-19 (Expired)
In 2021 and 2022, new laws were put in place so that employees could receive additional separate paid leave in order to quarantine and recover from COVID-19.
Other Paid Leave Options
Vacation pay is one of the most well-known types of paid time off. In the state of California, it is completely optional. There is currently no law that states that an employer must have a paid or even unpaid vacation time policy. However, there are laws in place for employers who do have such policies, to ensure that those policies are being followed.
Workers’ compensation is an insurance policy that all employers must have to care for employees who suffer illness or injury due to their job.
What Reasons Qualify for Paid Sick Leave in California?
Employees have the right to utilize their sick time when needed and do not need to provide an explanation to their employer as to the reason why. There are many reasons that a person may need to take sick leave such as:
Being ill or injured
Receiving preventive care
Seeking a diagnosis or treatment
Taking care of an ill or injured family member
Complications caused by abuse, assault, or stalking
The definition of family member is broad and, in some areas, even broader. The law allows an employee to utilize their sick pay to care for their immediate and extended family as well as designated persons who may not be related by blood or law but are considered part of the family.
Employees who are experiencing or have experienced abuse, assault, or stalking may need to utilize their sick time in order to:
Get a restraining order
Go to a shelter or crisis center
Tend to related injuries
Receive mental health care
Take preventative measures against future incidents
Paid Sick Leave Considerations
Accrual Cap – Employers are permitted to limit the amount of sick leave an employee can earn in a year at 24 to 48 hours.
Increment Minimums – Sometimes, employees need to use sick leave for something like a short doctor visit that may not require them to take the entire day. They may only want to use up an hour or so of their sick time. Employers are allowed to impose minimum increments as high as two hours.
Limits – Employers are permitted to limit employees to utilizing only 24 hours or 3 days a year, whichever is more. For an employee whose daily shifts are regularly 8 hours, this amounts to 3 days at 24 hours total. However, an employee who regularly works 10 hour days may utilize 3 days at 30 hours a year. But for an employee who only works 4 to 6 hour shifts, they may take more than 3 days to reach 24 hours.
Waiting Periods – Employers are permitted to impose waiting periods of up to 90 days after the date of hire before a new employee is permitted to utilize accrued paid sick leave. However, even if this waiting period is in place, sick time is still earned starting the date of hire. If the sick pay policy provides leave as a lump sum, the employer has 120 days in which they can wait to provide leave to a new employee.
How to Determine Pay for Paid Leave
When a nonexempt employee utilizes their paid sick leave, they must receive their normal rate of pay. If the employee is paid weekly, then the non-overtime rate of pay would be divided by the amount of non-overtime hours they worked that week. Another method for determining rate of pay is to take the amount of money earned for the previous 90 days and divide that by the number of hours worked, excluding overtime. For exempt employees, sick time should be paid the same way any other paid time off is handled.
Does Paid Sick Time Accrue Each Year?
If an employee does not utilize all of their accrued sick time within a year, the amount left over is carried into the next year. However, this does not necessarily mean that sick time is unlimited. Employers are permitted to limit the amount of sick time an employee can earn up to 48 hours. If an employer provides lump sum sick time, unused time does not have to be carried over into the next year.
Does Paid Sick Leave Get Paid if an Employee Gets Fired or Quits?
While employers must pay their employees for any unused vacation time when they quit or are fired, California state law does not require employers to pay their employees out for unused sick time at the end of employment.
Does Paid Sick Time Reinstate with Seasonal Work?
If an employer does not pay out an exiting employee’s unused sick time and then that employee returns to that same job within a year, the employer is required to restore any unused sick time they had when they left. If the employer did pay out that time, they do not have to restore it.
What if I already Have Paid Time Off?
Some employers have their own policies and systems in place to provide their employees with paid time off. There are several instances wherein such employers have their own way of handling sick leave that must adhere to certain standards such as:
If the policies in place provide paid time off of at least 24 hours a year and permit employees to use that time for health care needs, then they do not need to provide additional specific sick leave
If the employer has its own sick leave policy or multiple plans and policies, they must follow the legal outlines for accrual and usage
If the policies exceed the legal requirements and have their own terms and conditions, they must clearly specify what those terms are
What if Paid Sick Leave Time Runs Out?
When an employee utilizes all of their paid sick leave, the employer is not required to provide them with more. However, if the employee takes unpaid time off to deal with health related issues, there are some state and federal laws that may protect them. The California Family Rights Act and the Family Medical Leave Act allow for eligible employees to take health care related unpaid leave without the fear of losing their job or being retaliated against by their employer.
Can Employers Deny Sick Days?
Employers are not legally permitted to forbid their employees for taking sick days. They are also not permitted to retaliate against employees for requesting or taking sick days. Employees are also not responsible for finding their own replacement when taking sick days. There are however some variables concerning whether or not an employer can require their employees to provide a doctor’s note.
How to Deal with an Employer Who Denies Sick Days or Fails to Pay Sick Leave?
If an employer does not provide their employees with paid sick leave, tries to deny sick leave, does not pay for utilized sick time, or commits other violations of sick leave laws, then the employees can file a civil suit against them.
Sometimes, employers may try to retaliate against employees for taking sick leave, filing complaints, or participating in investigations by:
Demoting them
Cutting their hours
Making threats
Blackmailing them
Termination
If an employer retaliates against an employee for exercising their rights, that employee can pursue legal action against them.
Damages for Being Retaliated Against for Taking Paid Sick Leave
There are many different types of damages that an employee may sue for when their employer violates their sick leave rights or retaliates against them such as:
Back pay
Interest
Unpaid sick time
Up to 3 times damages for unpaid sick time, up to $4k
Administrative penalties
Attorney’s fees
Contact Mesriani if You Have Been Denied Sick Time
In the state of California, employers are legally required to provide eligible employees with paid sick leave. Unfortunately, some employers may refuse to allow their employees to utilize their leave or retaliate against them for doing so. In these situations, it may be best to seek help from an employment attorney. Our lawyers have the experience necessary to advise you through your difficult situation and help you receive the compensation you deserve. If your rights to paid sick leave have been violated, call Mesriani Law Group today for a free consultation.
Paid Sick Leave FAQs
What is the new sick leave law in California?
In response to the pandemic, laws were enacted to give people the opportunity to quarantine and recover if they tested positive for COVID. In 2021, the Supplemental Paid Sick Leave For COVID-19 law was put in place to provide employees with two weeks of additional paid leave specifically for COVID. Another law was implemented in 2022 extending this benefit to the end of the year.
How many sick days do you get in California 2022?
The California paid sick leave law as of 2022 is that employers must provide eligible employees with no less than three days or 24 hours of paid time off each year for heal care related matters. Employers are allowed to provide those hours as a lump sum at the beginning of each year or require their employees to accrue them over time at a rate of one hour earned for every 30 hours worked.
How do sick days work in California?
Every year, eligible employees receive at least 24 hours of paid sick time. Employees are permitted to utilize those hours for the sake of their own health care or to care for a family member. Employers are not permitted to refuse an employee’s right to paid sick leave or retaliate against the employee for exercising that right. When an employee leaves their job, their employer is not obligate to pay them for any unused sick time.
How many sick days can you get without a doctor's note in California?
You are not obligated to explain to your employer exactly why you are utilizing your paid sick days, and they are not permitted to deny your request for sick leave. However, there are occasions where they may require a doctor’s note, especially if you take multiple days off in a row. There is some back and forth on this issue within the law. Essentially, your employer can ask for a doctor’s note, but they can not retaliate against you for not providing one.
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yellowsubiesdance · 8 months
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i’m on the third day of quarantining and i’m already losing track of time, i can’t wait to see how i’m feeling come friday (i will be legally insane)
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