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My 21yo roommate is a stripper and has a kid. She can't wait to marry her 51yo boyfriend. Make her rethink some life choices.
We are both works in progress to be sure
My 21yo roommate is a stripper and has a kid. She can't wait to marry her 51yo boyfriend. Make her rethink some life choices.
It's my room. I just moved in.
My 21yo roommate is a stripper and has a kid. She can't wait to marry her 51yo boyfriend. Make her rethink some life choices.
Yeah, I'm stupid. This was only my second reddit post. I posted it six days ago and it never showed up so I messaged the mods and they told me to resubmit. It looks like both eventually posted and I forgot that she's actually 20.
My 21yo roommate is a stripper and has a kid. She can't wait to marry her 51yo boyfriend. Make her rethink some life choices.
Ha! I'm actually just a 31yo dating a different 22yo stripper. She goes to a different school.
My 21yo roommate is a stripper and has a kid. She can't wait to marry her 51yo boyfriend. Make her rethink some life choices.
Our WoW employee attrition was never below 5%. We are pretty sure at least half was to OF.
And no, site director doesn't listen to arguments structured around numbers so I went ahead and resigned.
My 21yo roommate is a stripper and has a kid. She can't wait to marry her 51yo boyfriend. Make her rethink some life choices.
In case you were under the impression I make good decisions, I am a 31yo that trained her at a call center job.
My 21yo roommate is a stripper and has a kid. She can't wait to marry her 51yo boyfriend. Make her rethink some life choices.
That pussy would be her chihuahua that she failed to potty train.
My 21yo roommate is a stripper and has a kid. She can't wait to marry her 51yo boyfriend. Make her rethink some life choices.
She says she hasn't tried. I bought some and will report back.
Edit: removed a story I didn't have permission to share. I apologise.
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Does offering a 401(k) have an impact on employee retention?
So my company does not currently offer a 401(k). They state that they used to but participation was too low.
Since then, we've gone through a significant hiring ramp and have nearly tripled our headcount but are experiencing a crippling problem with attrition — it's a contact center. Normally, we'd expect no more than 5% employee loss week-to-week, but we are struggling to not exceed 10%.
Obviously there are some structural management issues and paying more would help, but my intention is to make a case that offering a 401(k) will reduce attrition with the longer term employees.
The biggest push-back I'm expecting is of course cost — we are known in our industry as rather cheap.
What research should I be doing to make a solid case? I imagine I'd need to know cost, I'm currently conducting a site-wide poll to anticipate participation, but I'm unsure what else I should be looking for or if there have been any studies on the longer term impact of a 401(k) on employee retention.
I need help guys, is this a good idea? Could the retention of employees offset the cost of implementing a plan, even if no matching were offered?
Aww that's my room 😥(I just moved in)