Good Job is Slate’s advice column on work. Have a workplace problem big or small? Send it to Laura Helmuth and Doree Shafrir here. (It’s anonymous!)

Dear Good Job,

My company unexpectedly outsourced my entire department to a firm that uses AI for our jobs, even though I don’t work a job that can really be done by machine learning. I have some savings but can’t go without health insurance: my daughter and I both have the same complex chronic condition. We can’t drop our specialists or expensive medications. I was briefly on public insurance in the past and it was a nightmare of waitlists leading to a cascade of hospital stays. I only stabilized when I married my late husband, who had insurance.

I’ve been interviewing but the market is tough. I was offered a job with OK pay and good health insurance. However, the rumor mill indicates the company has long term problems with sexual harassment.

I plan to take the job, keep applying and see if I can get something better, but is there anything I can do going in from the start knowing about the problems, to try to protect myself?
—Forewarned but not forearmed

Dear Forewarned but Not Forearmed,

Your letter makes me so angry! I’m assuming you’re in the U.S., because the lack of truly accessible health insurance in this country is frankly embarrassing. I’m sorry that you’re being forced to consider taking a position at a less-than-optimal company because you and your daughter need the health insurance. But I suppose this is the current reality, so you’re right to go into the role trying to be forearmed, as you put it.

Since you’ve already been offered the job, I think you could just…ask! I would ask either your recruiter or your new manager about what you’ve heard, whether it’s true and what the company has done to address it. You can ask how they handle new harassment complaints and ask to see the employee handbook. (I think their responses will be telling!) You could also see if there’s anyone in your network who used to work at this company who can give you an honest assessment of the situation there. Again, are the rumors even true? Or if they were true at one time, has the company done anything to change? And if not (ugh), are there particular people you should avoid? How did HR navigate these issues?

Once you start, if you feel like anything is awry, start documenting it and make sure to note times and dates and exactly what was said or done. Keep a hard copy of this at home, not just on your work computer. Hopefully it won’t come to that, but if it does, you’ll be in a good spot to raise any alarms.

—Doree

Classic Prudie

I remarried three years ago. We both have college-age children. My daughter Annie got involved with my stepson Jaime. My husband and I were deeply uncomfortable with this relationship, but were soundly told it was none of our business and they were adults. The relationship ended up going south in a spectacular display where Annie drunkenly accused Jaime of flirting with a mutual friend at a family party. Jaime broke up with her on the spot. I had hoped the bruised egos would heal, but Annie is holding a grudge nearly two years later.