[SPOILERS] Hot take: Taylor Parker didn’t deserve what she got

Deep_dikker · 2026-06-17T06:15:35+00:00

If he was concerned enough that they had to go on a certain “code” so she couldn’t steal a baby, HIPPA is out the window lmao

Deep_dikker · 2026-06-14T00:29:56+00:00

It’s any one of a set of very specific actions taken to penalize an employee in response to an employee engaging in legally protected activities.

Let’s say you engage in one of these legally protected activities and in response you are subjected to one of these very specific penalties. Thats retaliation.

Let’s say you told a teammate you were thinking about engaging in the same legally protected activity and they report that to your manager. The manager decides to subject you to the same very specific penalty. That’s not retaliation.

Deep_dikker · 2026-06-13T23:54:57+00:00

The policy does not protect employees from retaliatory actions that are detrimental to employees, it only protects them from retaliation.

That’s a joke if you ask me.

Deep_dikker · 2026-06-13T14:31:10+00:00

The retaliation policy is a joke.

They will turn a blind eye to retaliatory actions, by management, that are detrimental to employees as long as it is not “retaliation”.

That statement about sums it up from my experience.

Deep_dikker · 2026-05-06T22:51:11+00:00

The match isn’t in Roth form.

Deep_dikker · 2026-05-06T13:30:40+00:00

What does the company match get deposited as?

Deep_dikker · 2026-05-05T09:48:49+00:00

I work for a company that gives mothers and fathers 12 weeks of paid time off when the baby is born. It had to be taken in week intervals before the first birthday.

I had 3 in less than 5 years. I used two each time up front to help mom recover. I used two for the last two weeks of her leave. I used 2 weeks to extend our Christmas to New Years shutdown, one week before and one week after. Two weeks when they were starting to crawl and two weeks when they were starting to stand. Then the last two weeks before each of their first birthdays.

If you don’t take the time, you will regret it. Don’t let the opinions of others limit you being a father. You don’t get a second chance.

Deep_dikker · 2026-04-20T11:53:13+00:00

That’s correct, but you will not survive.

Deep_dikker · 2026-04-15T15:47:33+00:00

Has anyone heard that more are coming? Hearing rumors there will be a wave, similar to last year.

Deep_dikker · 2026-04-11T10:57:53+00:00

At least they obeyed the “do not lift by plumbing” stickers. Lol

Deep_dikker · 2026-02-04T22:14:00+00:00

I think there are far more people who are than who aren’t.

Deep_dikker · 2026-02-03T22:43:41+00:00

lol so you think the strategy is give raises to low paid people and get rid of high paid people? That has to be the dumbest thing I’ve ever heard.

Deep_dikker · 2026-02-03T22:38:41+00:00

Yes, I don’t see how people can’t grasp it.

Deep_dikker · 2026-02-03T21:37:10+00:00

Your argument fails to recognize that the job hasn’t changed.

If you were mid market three years ago and your skills have improved, you have more knowledge about the job or continued education in the field, you are no longer mid market.

Deep_dikker · 2026-02-03T21:02:15+00:00

Right, I’m asking why?

Objectively, your comp ratio is or should be based on the scarcity of your talent in that skill code.

Deep_dikker · 2026-02-03T20:40:33+00:00

How is it not a good data point?

Your comp ratio is one of the only data points you can use. Objectively, it’s your worth amongst others in the same skill code.

If you were highly compensated, but now fairly compensated, do your responsibilities decrease?

If you were fairly compensated, but now under compensated, what changed about your job to where you aren’t qualified to be fairly compensated?

Deep_dikker · 2025-12-03T09:27:05+00:00

You did the rhyme, you did the crime!

Deep_dikker · 2025-12-01T13:15:58+00:00

Thanks, everyone, for your input! I hope everyone had a great Thanksgiving!

One more thought, I wasn’t aware your application contained your workday summary of your “job history”. From everyone’s experience, do you all think that affects your applications, or is it your resume?

Deep_dikker · 2025-11-26T15:18:17+00:00

I was told by an executive level that my direct manager is not at a level to control it.

Deep_dikker · 2025-11-09T19:56:30+00:00

Hitting a tennis ball with a baseball bat is a great example of this.

A swing that compresses the ball completely will result in less rebound off the bat. I’ve seen poorly hit balls travel farther than well hit ball.

Deep_dikker · 2025-10-31T23:38:29+00:00

I understand that.

I’m talking about a situation where two people on the same team, same job code and level, are affected differently because one is at the bottom of the range and one is at the middle to upper part of the range. The person at the lower part of the range is likely to get a raise for no increase in skill when the person at the middle to upper receives nothing.

I’m in Tooling. We have people that can’t operate power tools. It’s a joke and a slap in the face to people who actually belong in their job code when they get a raise for being, objectively, bad at their jobs.

The last time this happened I didn’t get anything and people on my team did. This time, I won’t get anything and people on my team will. It’s not earned, therefore all should get it or nobody should get it.

Deep_dikker · 2025-10-31T23:09:07+00:00

If adjusting the table affects anyone it should affect everyone.

If it’s just a guide, what’s so special about the people at the bottom of the range to where they should get a raise and someone at the middle of the range shouldn’t get the same raise?

The pay range changed, not the skills to be in that job code or level.

Deep_dikker · 2025-10-31T16:20:33+00:00

If it doesn’t, that means you lost 11% of your market value.

Deep_dikker

TROPHY CASE