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PDF Editor FAQ

What is the most striking instance of “what goes around comes around” that you have seen?

I recently gave notice to a couple who were my tenants as they were always late with the rent and I was tired of dealing with them. They moved out and left the property absolutely disgusting; unbeknownst to me, they had smoked like chimneys in the house and worst of all, their pets had used the whole place as a toilet. The day after they moved out they started badgering me for the return of their security deposit. I told them I had, by law, 21 days to either return their deposit or give them an accounting of how I had used it to bring the house back up to rentable status; I also said how horrified I had been when I found how they had left the property. He responded by threatening to sue me if I didn’t return the entire deposit. Within about a week they had hired a lawyer, who sent me a threatening letter which in effect called me a slumlord, complete with photos they had taken of completely irrelevant portions of the property; his letter demanded $500 or else. I refused, and they immediately filed a suit against me for $150,000 for “Breach of Contract”. I contacted my insurance company thinking that I had all the ammunition, complete with my own photos of the mess they had left, for the company to fight it in court; little did I know that insurance companies NEVER go to court in cases like this and sure enough, after a delay of several months, my insurer eventually notified that they were settling for $10,000. I knew from my tenant’s previous court records that he owed child support, so the second I heard this, I called the Child Support Agency for my State, gave them his name, SSN, and the name of my insurance agency. Well, long story short: It turned out the guy owed $7500 in back child support which went straight to his ex-wife; the balance of $2500 went straight to the “lawyer”, who, I’m sure, sent them an additional bill for services rendered. I never laughed so hard in my life and I get to laugh all over again whenever I recount this story; seems everyone likes to hear about Karma flipping back over and I hope all who read this enjoy it as well.

My less-than-desirable boss wants company branded shirts back that I burned after our mutual separation. He sent me a box to return them in. What should I include?

I recommend putting the box onto the same fire. Then promptly forget about the issue and move on with your life.I do not see any point in continuing to communicate with the former employer. No excuses, no reasons, no “go F yourself” letters, and definitely DO NOT SEND HIM ANYTHING STUPID IN THE BOX. No ashes, no dead flowers, no fake shirts, and no poop.If the shirts were promotional, they have no claim to them. If the shirts were actually company property, there is a chance they might deduct the value from your last paycheck. This is legal with work uniforms and there is nothing you can do to prevent that. If you have your last check, I’m guessing they are not worth the effort of suing you. Either way, I don’t see any reason you need to respond at all or how that may improve the situation.

What is the protocol for employee termination reviews for termination for small businesses?

U.S. perspectiveThere are dozens of issues that should be addressed with respect to employment termination. Here are some of the highlights (actions to be taken depend on the answer to each of the following questions):Is there a clear written violation of a stated company rule or breach of a contractual obligation?Was the employee notified about the violation or breach and provided an opportunity correct his or her behavior?Does the employee agree that his or her behavior was inappropriate?Is the employee a member of a group that is protected based on race, religion, gender, etc.?Is such termination permitted by state and federal statutes?Has the employee filed or threatened to file legal claims in the past?Here are some thoughts about how to conduct a termination meeting:Have two management-level personnel present - one to deliver the news, the other to serve as a witness.Provide a succinct, accurate statement of the actions that are resulting in termination and why those actions were inappropriate.Keep the meeting short.Be calm and businesslike.Provide a termination letter that explains the reason(s) for termination; addresses return of company property and ongoing confidentiality obligations; and identifies final compensation that the employee is owed.Give the employee his or her final paycheck.

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I was faced with a unique problem with a client who wanted to collect contracts they used in their business (lots of contracts weekly) with out having to have physical forms floating everywhere. I used the integrations that CocoDoc offers - like digital signatures and Dropbox syncing to create a workflow to minimize paper, expedite contract gathering, and have a digital record with out the hassle! Clients could visit a special website that contained the contract on an iPad by the main entrance, sign the contract, submit it, and BOOM! It was gathered in virtual storage!

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