BFM this

I thought that we had a rental thread, but a brief search turned up zilch. (Mods: little help if I missed it.) So I am about to get rid of a problem tenant in San Antonio. For the most part, I am just happy that he is gone. But the thought that is nagging at me is that I really should put the data of his conduct out there. Obviously, he owes me money. Not a lot, but enough. Has anyone worked with a collection agency? I'm not expecting to see a dime, but what concerns me is that he is in a military town, and I got a snippet of data that the new place he is about to move into is owned by another military member. I wish there was some way that I would waive that deal off, but at least I can put his bad dealings on file with the credit bureaus. Anyone had to deal with a bad tenant before? Any pointers? I'm specifically looking for insight into the collections and credit reporting processes.

Dafuq? That "Preview Post" button works like a champ.

David Lee Roth? ?????

But that wasn't your going-in argument, it was $250k/10y. That is a fantastically better bonus. For AFPC. It is orders of magnitude shittier for the member. But there will be takers; a bird in the hand and all that. What's the ETP? WGAS? The AF won't ever get anywhere near it, you know that.

The low hanging fruit on this initial post was the idea of officers getting their bonus installments tax free. Not really. Remember the limits on CTZE for officers. You might see a grand or so excluded, but that's it. Minor point. I really wasn't saying anything about take rates, per se, just that the only difference in the 10yr bonus vs the 5 yr, at the same annual rate, was that it is double the suckers' bet. A significant change in the annual amount, and the logic could shift, but otherwise, BitteEinBit put it far more eloquently than I could: As far as "pacing pay" with the airline guy, the 5yr-bonus Tortoise beats the 10yr-bonus Hare, imo. Assuming that someone was going to stay in to 20 regardless (not a bad decision necessarily given the size of the unlocked annuity), the 5yr bonus guy can get out at 20, whereas the 10yr bonus guy gets out at 22 - 23 years. Fast forward to those same two individuals at their age 65 point, the one who got out at 20 was in the industry for an extra 2 years. The 10yr bonus guy, although he was gainfully employed with a much more comfortable paycheck for those two years (assuming he avoided all of afpc's pitfalls; desk job, etc), looses out on an extra two years, not at the bottom, where everyone starts, but at the top of the pay scale. Lets not forget, the 5yr bonus guy has a line number that is probably hundreds, potentially a thousand, senior to the 10yr bonus guy. That difference alone could easily spell years worth of furlough time. But there are so many variables, that the money can't reliably be computed in my opinion. RIFs, non-flying, RPA, the next shooting war, furloughs, bankruptcies, medical, getting hit by a bus, the list goes on. At some point, the best attempt at a calculation is going to approach an insurance actuarial table; a best guess. As far as break even points, I haven't crunched the numbers at all compared to a lot of others on this board, so ask them. I'm only saying that the 10year bonus idea is snake oil. Buyer beware. If the AF told me, today, that I could take the bonus or get out, right now, I'd be a vapor trail. Even ignoring any unicorns that might be on the way (hiring wave), I can bump my pay $25k per year without a whole lot of effort. For the record, I've been a staunch nay-sayer on the airlines for a while. If I went that route, it would be because the kid still wants to fly airplanes. But I know full well what I'd be giving up by making that deal with the devil, and that he could take his due at a moments notice.

Wrong. On both counts. Just got off work; sarcasm?

Why the hell isn't it a syllabus event already? Oh wait, it probably runs counter to some contractors statement of work or other queep.

Any chance we can merge this thread with the Omega thread and move it to the spouses forum?

Most likely scenario is good and all... Really this harkens to the debate over arming 121 carrier pilots. If in that situation, yes, I would want to be armed. If faced with that particular debate, yes, I would concede that the chances of successfully employing my weapon and saving lives would be astronomically remote. But again, that debate, like this one, begs the question: would you rather have that last-resort option, or be left wishing you had it?

I would not want stock (or options) in this company.

I really have no idea what you are trying to say, Yoda.

Wait... You took notes?

Diversity AFI says this is gtg.

Hmm... Not bagging on either of you here, but you've given me a thought. The erosion of employer loyalty, i think, has been an issue for quite some time--decades if not longer. The most apparent manifest of this being the disappearance of the employer sponsored pensions in favor of IRAs and then 401Ks, while leaving base pays level, or declining. The American worker little noticed this erosion in compensation over the two decades when they were implemented, given multiple recessions and recoveries to cover the tracks. No, I don't' think the slip of the union influence has been to blame--I think unions were a victim of their own erosion of usefulness as information flowed ever more freely. So is the AF a victim of it's own desire to be more like it's Big Brother private Business? Is it adopting the more cut-throat attitude that has been prevalent in the efficiency driven B-schools and their progeny over the past 30 years? As an example, I submit: was the Bathtub a by-product of AF leadership trying to save as many souls as they could, at the time? Or just myopic personnel management, as we all subscribe?

Shooting womp rats for fun?

And then airmen started calling each other "sir"...

True

Well, at least there were midgets. When there are midgets, everything else evens out.

LEPs for all 121 ops?

14 checkrides (including several 141 stage checks) I have never had a DPE endorse my logbook, with the exception of documenting the stage checks, not license or certificate issuance. Handing me a temporary was the routine. Or, more to the point: WTF are you talking about?

$75 to American Flyers in 2002. Renewal #6 just completed.

That's assuming that the stop loss'd individuals are in ops squadrons. What if they are ALO's, white jet IPs, staff, drones? Even if in a flying billet, there's plenty of busy work that can be given to the seagulls, even if you don't want to deal with the hassle of administrative discipline when that work doesn't necessarily get done. I have been one of the most vocal nay-sayers of stop loss on this forum. I think it would take "full-retard" to a whole new level. But at some point, even I concede that it could be a blunt force tool used to make the numbers look better...and little else.

This. Senator, these are not the droids you are looking for.

FWIW, I've rolled over several of the Frau's 401k's, and it always took two to three months. They were all various state retirement systems, beurocratic BS nightmares (we need you to mail the paperwork so we can sign it and mail it up to the state HQ, NO you cannot be all 21st century and scan and email!) so the TSP experience sounds similar.

You still have a dog? Those are tasty.