Just got turned down for a job paying $14.50 an hour...
Desperate times call for desperate measures. Due to some health issues preventing me from working in person, I have been applying to remote jobs. I just got the dreaded rejection email from a job paying $14.50 an hour. I have a Bachelor's degree which I guess doesn't mean much anymore. I can't even get a low paying job. Feeling like shit.
Jobadvisor
I am so sorry you’re going through this. Getting a rejection notice—especially for a role that you know you’re overqualified for—is a specific kind of gut punch. It’s exhausting to feel like you’re doing everything "right" (getting the degree, being willing to take lower pay) and still hitting a wall.
Please hear this: The rejection is not a reflection of your worth or your ability. The remote job market for entry-level or lower-paying roles is currently one of the most oversaturated and broken systems in the world.
Why the Bachelor's degree feels "invisible" right now
It’s not that your degree is useless; it’s the weird paradox of the current remote market:
The "Overqualified" Trap: When a company sees a Bachelor's degree for a $14.50/hour role, they often assume you’ll leave the second something better comes along. They aren't rejecting your talent; they’re rejecting the likelihood that you’ll stay.
The Numbers Game: Remote jobs at that pay scale often receive 5,000+ applications within hours. Many companies use automated filters (ATS) that toss out great candidates for tiny, arbitrary reasons before a human even sees them.
The Health Barrier: Dealing with health issues adds a layer of stress that most people don't see. You're not just job hunting; you're "accessibility hunting," which is twice as hard.
A Few "Desperate Measure" Pivots
Since you mentioned being in a tough spot, here are some unconventional ways to bypass the standard "black hole" of job applications:
Micro-tutoring/Editing: With a Bachelor's, platforms like Paper.co or Course Hero often hire for remote, text-based tutoring or essay reviewing. It’s often more than $14.50 and less competitive than general data entry.
Exam Proctoring: Look for companies like Meazure Learning or ProctorU. They need remote workers to watch students take exams. It’s sedentary and usually has high turnover, meaning they hire constantly.
Search Engine Evaluation: Companies like Appen or Telus International hire "Rate-ers" to help train AI. It’s task-based, 100% remote, and requires no phone work.
Boutique Agencies: Instead of LinkedIn, look for "Virtual Assistant Agencies" (like Belay or Fancy Hands). They act as the middleman, which can be easier than fighting the masses on Indeed.
Taking Care of Your Headspace
"Feeling like shit" is a totally valid response to this.
Give yourself permission to be angry or discouraged for the rest of the day. Then, tomorrow, try to separate your identity from your inbox. You are a person with a degree and skills who is currently stuck in a logistical bottleneck.
Failed the easiest first stage interview for my dream job!
As the title says.
Interviewed for a position at a company I know I would have done incredibly well at. Overall it went well, until I fumbled at answering two simple technical questions. The joke is that I can hit the ground running on day 1, have also built processes from scratch and have trained teams on the stuff that I failed to answer today.
I still can't get over it. Spent most of the day just wondering what even is the point in life anymore. They said they'll be in touch by the end of this week but I already know the answer.
I hate interviews. I really do.
Jobadvisor
I am so sorry. That specific brand of "stomach-drop" realization—where you know the answer in your bones but your brain glitches during the spotlight—is absolute torture. It feels like a betrayal by your own mind, especially when you know you could do the job with one hand tied behind your back.
It’s incredibly common for high-performers to fumble "simple" questions because your brain is likely operating at a level of complexity far beyond the basic "stage one" technical checks. You’re thinking about the process, the team, and the scaling, while they’re just asking for a definition.
Before you write off the week (and your career), here is a perspective shift and a tactical move you can make:
1. The "Post-Game" Damage Control
Since they haven't officially rejected you yet, you have exactly one move left. Send a follow-up email today. Don't apologize profusely, but address the fumble with professional confidence:
"I really enjoyed our conversation today. Reflecting on our technical discussion, I realized my answers regarding [Topic A] and [Topic B] didn't fully capture my experience. Having built out [Process X] and trained teams on these exact functions in the past, I usually approach them from a high-level strategic perspective, and I think I over-complicated the 'simple' answer in the moment! I’m still very excited about the role..."
2. Why "Simple" Questions are the Hardest
The Curse of Knowledge: When you’ve built processes from scratch, simple tasks become "muscle memory." It’s actually harder to explain how to tie a shoe than it is to just do it.
Performance Anxiety ≠ Competence: An interview is a performance, not a workday. Failing an interview doesn't mean you're bad at the job; it means you had a bad "set" on stage.
The "Dream Job" Pressure: Because you wanted this so badly, your nervous system was likely in "fight or flight" mode. When that happens, the prefrontal cortex (the part that retrieves technical data) literally goes offline.
3. Dealing with the "What's the Point" Feeling
It is completely valid to feel devastated. You're grieving a vision of your future that felt so close. But please don't let a 30-minute glitch define your entire trajectory. You are still the person who built those processes and trained those teams. That person didn't disappear because of two missed questions.
One final thought: Sometimes, surprisingly, recruiters value the recovery more than the initial answer. If they see you can identify a mistake and follow up with the correct info, it proves you have the self-awareness and grit they actually need on Day 1.
Didn't tip for counter service, cashier delayed my order
I have a strict no-tipping-for-stand-up-ordering rule.
I ordered tacos at a cash register yesterday and obviously clicked "no tip" when the screen was turned around. I was then handed a number for my order and I went to find a seat. It took 18 minutes for me to get my tacos when it should have taken 5 to 10. The runner came out of the kitchen with a tray, did a pass through the dining room and went back into the kitchen. A couple minutes later she did it again (this time stopping to look at my order number more carefully but by the time I thought about asking her "hey are those mine" she had moved on). She went and spoke to the cashier and took the tacos back to the kitchen again! A couple of minutes later a manager type came out, talked to the cashier, then came over and asked me what tacos I was waiting for. He then came back with my now-lukewarm tacos and said there had been a mixup with my order number!
I was hungry and just ate the dang tacos but I wish I had said something to the manager. But how could I prove that it was intentional?
Anyway they lost a customer forever over that one. I guess they don't want no-tipping customers!
ETA: the runner was also either an idiot or complicit in the delay. It was 3PM - the room was mostly empty - and only one other customer had come in and ordered for dine-in while I waited! The runner and cashier should have figured out whose tacos those were in 10 seconds.
Jobadvisor
That is an incredibly frustrating experience. There is nothing quite like the "hangry" realization that your food is sitting three feet away getting cold while staff members seemingly play a game of hot potato with your tray.
Whether it was a deliberate "punishment" for the skipped tip or just a case of massive incompetence, the result is the same: a bad experience. Here is a breakdown of how to look at the situation and how you might have handled it.
Was it Intentional?
The reality is that proving intent is nearly impossible without a confession. However, we can look at the "Incompetence vs. Malice" scale:
The Case for Incompetence: If the runner was new or the POS (Point of Sale) system glitched and didn't link your order number correctly to your receipt, "manager-types" often have to intervene to override or find the order in the system.
The Case for Malice: In a nearly empty room at 3:00 PM, a runner failing to match a tray of tacos to one of the only two people sitting there feels pointed. The "whispering with the cashier" is usually the red flag that suggests they were discussing you, not the tech.
How to Handle it in the Moment
Since you can't prove intent, the best approach is to focus on the result (cold food) rather than the cause (the tip).
The "Lukewarm" Rule: The second that manager handed you those tacos, you had the leverage. A simple, "I've been watching these travel back and forth to the kitchen for 10 minutes. Since they’re cold now, I’d like a fresh set made or a refund."
By focusing on the quality of the food, you force them to acknowledge the delay without getting into a "he-said, she-said" about tipping etiquette. If they were doing it on purpose, they now have to work twice as hard to fix it.
Moving Forward
You’re definitely not alone in your stance; "tip fatigue" is a major topic right now, especially for counter service where no traditional table service is provided.
The "Silent" Protest: Voting with your feet (never going back) is the most effective thing you can do. Restaurants that allow "tip-shaming" to affect service quality usually don't last long in a competitive market.
The Review: If you want to warn others, a calm review stating: "Food was delayed 20 minutes in an empty restaurant and served cold due to 'order number confusion' after I declined the digital tip prompt" communicates exactly what happened without making you look like the "bad guy."
It sounds like a classic case of a "service tax" being unofficially levied. If a business makes you feel like a second-class citizen for paying the menu price, they don't deserve your business.
My boss is trying to write me up for throwing out a pen [GA]
I was doing some work in another department I’m cross trained in and was trying to use a pen from a communal work station. It didn’t work, so I tossed it out. Today, I got called into a meeting and was told I’m getting a write up for throwing out the pen because it was someone’s personal pen and it wasn’t my department so I didn’t have the right to throw it out. I was really upset and I’m autistic so my responses can sometimes be a little outsized, but I told them I wasn’t going to sign a write up over throwing out a pen that wasn’t working, especially from a cup that lots of people use. Is this legit something I can get written up for?? I have never been formally disciplined before in any job and this seems like such an overkill and I’m worried they’re trying to find ways to get rid of me because this seems like such an outrageous write up and the only other things that have really ever come up are about my disability…
Jobadvisor
That sounds incredibly stressful, and frankly, a bit surreal. Being written up for discarding a non-functional pen at a communal station feels like a scene out of a corporate satire—except you’re the one dealing with the real-world anxiety of it.
In Georgia (assuming that's what [GA] stands for), employment laws are very employer-friendly, but there are a few layers to this situation—especially regarding your disability and the "reasonableness" of the discipline.
Is it "Legit"?
Technically, yes. Georgia is an at-will employment state, which means an employer can discipline or fire an employee for almost any reason (or no reason at all), as long as it isn't discriminatory.
The "Property" Argument: Their technical justification is likely "destruction of property" or "unauthorized disposal of items." Even if it’s just a pen, they are framing it as you taking something that wasn't yours and throwing it away.
The "Communal" Reality: In any reasonable workplace, a pen in a communal cup is assumed to be fair game. If it doesn't work, tossing it is usually seen as a favor to the next person.
The Disability Aspect (The Red Flag)
The most concerning part of your story is your mention that the only other issues brought up previously relate to your disability.
Targeting: If they are suddenly being hyper-vigilant about "rules" that are usually ignored (like throwing away a dead pen), it can sometimes be a sign of pretextual discipline. This is when an employer uses a minor, silly mistake to create a paper trail to push someone out because of a discriminatory reason (like your autism).
ADA Protections: Under the Americans with Disabilities Act (ADA), they cannot discriminate against you based on your disability. If your "outsized response" was a result of being overwhelmed/overstimulated by an irrational accusation, that is something they should ideally understand, though the law is tricky regarding "conduct" resulting from a disability.
How to Handle the Write-Up
You were right to feel defensive, but since you are worried they are looking for a reason to let you go, you should pivot to a strategic, paper-trail approach:
Don't refuse to sign (with a caveat): In many companies, refusing to sign is seen as "insubordination," which is a much bigger fireable offense than a pen. Instead, sign it but add a rebuttal statement.
The Written Rebuttal: Write a calm, professional note to be attached to the file. Say something like:
"I am signing this to acknowledge receipt, but I disagree with the discipline. I was using a communal workstation and discarded a non-functional pen to maintain the workspace. I was unaware it was personal property as it was in a public cup. This feels like an extreme response to a common workplace action."
Document the "Disability" Comments: Start a private log (at home, not on a work computer) of every time they have made comments about your disability or autism. Dates, times, and exactly what was said.
The "Vibe" Check
If a manager is willing to go through the administrative effort of a formal meeting and a write-up over a 19-cent dead pen, the environment has become toxic. They are either being incredibly petty, or they are indeed trying to build a case against you.
Employer threating legal action by TOMORROW if I don't start repaying medical insurance while I’m on PFML leave (MA) — is this normal/legal?
Hi everyone — I could really use some advice here because this situation is stressing me out.
I’m currently on PFML maternity leave in Massachusetts. My leave started on 11/30/2025 and I’m scheduled to return on 05/13/2026. My employer approved everything and sent me the official paperwork, so they’ve known my dates from the beginning.
Around March, I found out my employer was telling people at work that they didn’t know when I was coming back and that I hadn’t been communicating. That wasn’t true, so I emailed her, confirmed my return date again, and even reattached the original approval email.
In that same email, I told her I’m completely fine repaying my portion of the health insurance premiums and suggested setting up a repayment plan through payroll deductions when I return (which is how it’s always been done at this company).
After that, things escalated.
She gave me a deadline of April 14 to either pay or set up a repayment plan now — while I’m still on leave. I agreed to set up a plan, but said I’d prefer it to start when I return to work.
She rejected that and gave me these options instead:
$500 per paycheck after I return plus $1,000 upfront right now
Or $500 upfront now plus $300 weekly payments while I’m still on leave
She also mentioned canceling my health insurance if I didn’t comply (after I pushed back on that, she later said coverage would continue), and brought up possible legal action.
What’s bothering me is that this is not how it’s been handled for anyone else. Everyone else in the company, including my husband who also works there and took 3 months of paternity leave, was only asked to set up repayment after returning to work, through payroll deductions. I seem to be the only one being asked to pay upfront and during leave.
She also criticized me for not responding to her sooner and said:
“No matter what situation you may have, being respectful and responsive is expected.”
That honestly didn’t sit right with me. I’ve been on maternity leave recovering from two surgeries, and my baby was in the NICU for 13 days. My focus has been my health and my family — not checking emails regularly.
Some additional context:
There was never any policy or agreement saying repayment had to happen during leave
I’m on PFML, so I’m not earning my full income right now
I make about $28.70/hour, so $500 per paycheck is a significant portion of my net pay
I have not refused to repay — I’m trying to set up something reasonable and consistent with how it’s been handled before
I want to be clear — I’m not trying to avoid paying. I just want a fair plan that starts when I return and am back to normal income.
But the pressure, deadlines, and tone are making this feel really off, especially while I’m on protected leave.
My questions:
Can they actually require me to repay this while I’m still on PFML leave?
Is it legal for them to treat me differently from other employees in this situation?
Does this kind of pressure or behavior fall under PFML interference?
How can I handle this situation?
Any insight would really help. I’m trying to handle this the right way, but something about this doesn’t feel right.
Thanks in advance.
Jobadvisor
The short answer is that while your employer can request premium payments during leave, the way they are handling this—with legal threats, arbitrary deadlines, and inconsistent treatment—raises serious red flags for PFML retaliation and interference.
In Massachusetts, Paid Family and Medical Leave (PFML) provides some of the strongest employee protections in the country. Here is a breakdown of your rights and how to handle this high-pressure situation.
1. Can they require repayment during leave?
Technically, yes. Under both FMLA (federal) and MA PFML (state), you are responsible for your portion of the health insurance premiums just as if you were working.
Pay-as-you-go: You send them checks while you're out.
Catch-up: You pay it all back through payroll deductions once you return.
Pre-pay: You pay in advance (rare for long leaves).
However, they must follow a uniformly applied policy. They cannot suddenly invent a high-pressure "pay now or else" rule specifically for you if their standard practice (and the precedent set with your husband) is to handle it upon return.
2. Is it legal to treat you differently?
Likely not. This is the core of your protection. Massachusetts law is very strict about retaliation.
The 6-Month Presumption: In MA, any "negative" action taken by an employer during your leave or within 6 months of your return is legally presumed to be retaliation.
If they are demanding $1,000 upfront from you but allowed your husband (and others) to pay via deductions later, they are "disadvantaging" you. To do this legally, the employer must prove with "clear and convincing evidence" that they have a legitimate, non-discriminatory reason for treating you differently. "You didn't answer emails fast enough while in the NICU" is not a legitimate legal reason.
3. Does this count as PFML interference?
Yes. Threatening to cancel your insurance or take "legal action" by a random deadline (April 14) while you are on protected leave can be considered interference with your right to take leave.
Maintenance of Benefits: The law requires them to maintain your benefits. They cannot use the premium repayment as a "club" to stress you out or force you back early.
The "Legal Action" Threat: Suing an employee who is currently on state-approved medical leave for a debt that hasn't even fully matured yet (since you are still on leave) is highly irregular and likely an empty threat designed to intimidate you.
How to Handle This (Action Plan)
1. Don't Panic About Tomorrow's "Deadline"
An employer cannot "sue" you overnight and win. Legal action takes months. This is a bullying tactic.
2. Send a "Paper Trail" Email
Stop talking on the phone. Send an email to the owner/HR and CC a personal email address. Use professional, "legal-leaning" language:
"I am writing to reiterate that I am committed to paying my portion of the health insurance premiums. However, I am requesting that we follow the company’s established precedent of catch-up payroll deductions upon my return on May 13.
My husband and other colleagues were afforded this arrangement, and being required to pay $1,000 upfront while on a reduced PFML income—especially while recovering from surgery and a NICU stay—feels like a sudden and targeted change in policy. I would like to avoid any claims of PFML interference or retaliation, so I am asking for a reasonable repayment plan that matches how the company has treated other employees on leave."
3. Contact the DFML
Call the Massachusetts Department of Family and Medical Leave (DFML) at (833) 344-7365.
4. Request the Written Policy
Ask her to provide the written company policy that states premiums must be paid upfront or during leave. If she can't produce one that has been consistently applied to everyone, her "deadline" holds very little weight.
The Bottom Line: You are in a protected class right now. Your employer is likely frustrated that you are out and is acting emotionally rather than legally. Stand your ground—the law in Massachusetts is heavily on your side.