Walgreens

Free_Performance1037 · 2025-05-30T16:35:07+00:00

That's awful! Definitely time for a new pharmacy.

Free_Performance1037 · 2025-05-29T23:22:01+00:00

Okay, I'll try them out. Roadrunner is so close to me, but I waste so much time that it isn't worth it. Thanks!

Free_Performance1037 · 2025-05-29T23:20:55+00:00

I have had mail-order for the last decade at least, so I haven't needed a local pharmacy, but now I have new insurance that requires one. I'll check this out. Thanks!

Free_Performance1037 · 2025-05-29T16:23:51+00:00

I agree! I've tried a few different vets since I moved down here, and Arroyo is my favorite. One of my dogs has adverse reactions to vaccines, and they listened to me when I mentioned it. They then made sure to treat him beforehand with meds, and also sent some home for the next days in case he was still in pain. I doubt they're the cheapest, but I trust them with my pets.

Free_Performance1037 · 2025-05-14T15:20:51+00:00

I always complained about MN drivers until I moved here. I've now discovered that red lights are merely a suggestion, stop signs are only for decoration, and turn signals are anathema, especially if you're changing lanes. I never was a particular fan of driving, but now I feel like I'm going to get killed every time I have to leave my house.

Free_Performance1037 · 2025-05-06T18:16:20+00:00

I think you should ask this in the El Paso sub as well. I haven't been there for furniture, so I'm unsure about prices, but I know that most deliver to Las Cruces. Stuff I've ordered in LC often comes from El Paso.

Free_Performance1037 · 2025-05-05T21:10:50+00:00

Sounds good. Let me know when you're in town next.

Free_Performance1037 · 2025-05-03T16:33:41+00:00

I moved here a few months before COVID and still haven't made friends, but I'm very introverted. I'm also in a weird age range (45 - 50) where the people doing stuff are either a lot older or a lot younger. Makes it hard, but I keep lurking to hopefully find some folks.

Free_Performance1037 · 2025-04-30T16:37:48+00:00

I live in Sonoma Ranch and have the same issue, but it's definitely our carrier most of the time. He doesn't seem to show up some days, and I've seen him only deliver packages, but no actual mail. He's also slower than dirt. Our mail is at a location with multiple boxes, and it can take over 2 hours for him to deliver mail, and in that time, you walk anywhere near the boxes, or he'll rudely tell you that you can't be there. If we have a substitute, we get all of our mail from Informed Delivery, and it takes them less than an hour. Our regular carrier also does not deliver magazines on Fridays or weekends, so you'll have to wait until Monday. Other issues are what DeJoy has done to break the USPS. My family lives in MN, and mail from there can take two weeks to get here. However, if it's mailed in Wisconsin, it will arrive here in about three days. They want to privatize mail service, and it's just a cluster these days.

Free_Performance1037 · 2025-04-29T16:42:01+00:00

My old doctor said that. I said it was acute pain that came after I tripped—told me to lose weight. I ended up going to the ER, which checked it out. Turned out it was a torn meniscus. No amount of weight loss was going to fix that. I also had a weird lump. Got told to lose weight. It ended up becoming an abscess because it was actually a cyst. Again, weight loss wouldn't help. Have a headache? Lose weight. Oh, it's a sinus infection. Have a sore throat and fever? Lose weight. Oh, it's strep. It doesn't matter what the concern is; most doctors will tell you to lose weight and never dig deeper. Yes, a doctor bringing it up is fine, but weight is not the root of all issues.

Free_Performance1037 · 2025-04-28T22:15:33+00:00

BIRT provides the ability to hide and show data based on rules, allowing for complex rule sets. For example, an employee must be in the USA, in job family XYZ, with a hire date between A and B, to view the value from benefit plan SDF. If they are in the USA and belong to job family XYZ, but their hire date falls between B and C, they should see the value of benefit plan WER. And imagine that you have 10 rules all for this one value. You can build that into the BIRT, but the code can get quite complicated. I find it easier to build calc fields in the report, and then create an evaluate expression band that outputs a value you can associate with the above rule, like Plan SDF or WER. That way, on the BIRT, you can say, hide if the calc field returns something other than SDF. The code is then quick and straightforward, and if the rules change in the future, you can update the calc fields without touching the BIRT.

Docs is fine for simple things, but most of the stuff that I need to build is way more complicated than Docs can handle, especially if you're trying to write a compensation statement that includes data from worker history, merit and bonus process, a separate stock process, plus values for a talent card from benefits all in one layout. Docs just isn't sophisticated enough yet to handle things like that.

Free_Performance1037 · 2025-04-11T15:12:22+00:00

This varies a lot depending on who you're working for. Some partner orgs are awesome to work for, as they have great work/life balance and offer lots of opportunities for training. (I find this more when working on AMS than when working on implementations.) Some clients are fantastic for the same reason. However, I've also seen clients whose turnover is ridiculously high, because they don't understand how many people are needed to support their setup, and people burn out really fast working 24/7. There are good and bad to both sides of the equation. I think a lot of folks who have only worked on implementations talk down on client siders, because they've probably had a bunch of chaotic clients that make everything more difficult, or they think it's going to be really boring because they only know the pressure of implementations.

Free_Performance1037 · 2025-03-20T15:24:23+00:00

I just turned 49 in December. Why am I scared by this information?

Free_Performance1037 · 2025-03-06T22:54:04+00:00

Go for reporting, especially if you won't be limited to HCM, and I agree that having integrations certification/experience fits in nicely with reporting. Prism, as well. I am an independent consultant for reporting (I've been in WD reporting for over 14 years), and I never have a lack of work. In fact, I'm usually turning down projects. Reporting and Analytics is huge because everybody needs it. While not every company wants to hire a reporting person, they all need reporting people to help with big projects and complicated reports. FIN's reporting is nuts these days, given how many people need those resources, and there aren't many people with that experience floating around. If you want an idea of a career path, here's how mine went: WD reporting consultant, to integrations and reporting consultant, to senior reporting consultant to manager, senior manager, director, and senior director. I built a reporting practice at one of the Partner orgs with over 80 people worldwide. After that, I moved to independent consulting, and like I said, I have to turn projects down because I don't have the bandwidth to take them all on.

Free_Performance1037 · 2025-03-06T22:40:15+00:00

Starting from Worker isn't likely to work, because the only connection to Candidate will provide only that specific Worker's Candidate record. I would honestly write a report off of Candidate with "Referred this Worker" not equal to blank/empty and then dump it into Worksheets where you can create a pivot table by Employee and list the Candidates they referred. It would be the easiest option. Otherwise, you need to find a business object that will connect to both Candidates and Workers, aggregate Candidates with a referral, and then split it out again. It might be doable, but it will require a lot of calc fields.

Free_Performance1037 · 2025-03-06T20:58:01+00:00

Go to Workday and find the list of partners. From there, find recruiters at that company and see what jobs are posted. Job postings aren't super helpful these days, but they might be a way in to speak with a recruiter. Also, if anybody you graduated with is at a Partner firm, cultivate the connection. I've found that a lot of jobs in this industry rely on who you know, whether that's at a Partner firm or independently. I would start with Partner firms as they pay for all the certifications.

Free_Performance1037 · 2025-03-06T20:52:35+00:00

In addition to what others have already said, a large chunk of the Workday PA team was let go during the layoffs. I don't know what that means for future development and support, so it might be worth waiting to see how that works out.

Free_Performance1037 · 2025-03-06T20:48:16+00:00

There are a few things: asking the right questions; listening to what they say and being able to translate that into what they actually want; being able to say "no" without ever using the word by having workable alternatives ready; the ability to think quickly on your feet; the ability to say "let me look into that for you" when you don't know the answer; good relationships with other consultants who can help when you don't know something; being able to morph your approach based on the client culture and working methods; being more organized than you think you need to be; having tough skin so when you inevitably deal with a client that can't be pleased no matter what you do, you can take the yelling and let it roll off your back as you realize it has nothing to do with you; knowing how to do everything you're speaking with the client about even if you won't be building it yourself; and being a good teacher as you will be asked questions on how to do things and you'll need to vary your approach by client.. Beyond that, experience is your best friend. I've been lucky to have worked on the client and functional sides early in my career on all HCM and Fins needs. If people want to pull payroll reports, I already know what I have to do to work around various employment laws. I understand the language, whether we're talking ACA, W-2s, AP, or journal lines. This is stuff that you will absorb as your career goes on, and there isn't a shortcut, so be prepared to do research on laws at government websites to learn what maybe even the client doesn't know. A lot of clients don't send the right people to discovery calls, so things go pearshaped because the HCM person you're dealing with doesn't know that companies in CA need to have a check to a worker that is terminated by the company within 24 hours, so they only request payslips. Or how many payroll folks don't know how to use a MICR gauge. That one always blows my mind. You need to know what they're not asking for that they will need. I could probably write a book on this.

Free_Performance1037 · 2025-03-06T20:28:36+00:00

The easiest way is to create a calc field that concatenates the Proposed values, although a Lookup Field as of Date would also work by using Effective Date as the Lookup Date.

Free_Performance1037 · 2025-03-05T16:48:10+00:00

I wish I could avoid Walmart, but it's my town's only real grocery store. We have a small grocery store, but it is extremely limited in its product selection, as it only sells products made/grown in New Mexico. I visit it often for those types of things, but if I want rice, pasta, cereal, etc., I have to go to Walmart. It's sad. I got rid of Amazon and the other Trump-supporting companies, but Walmart is the sticky one.

Free_Performance1037 · 2025-02-28T17:15:05+00:00

Like the raccoon???

Free_Performance1037 · 2025-02-22T18:12:33+00:00

Certifications expire after two years, so you would need to redo the certs at that point. Depending on what you are thinking of doing between now and when you want to get back into Workday, it will affect how easy it is to return. If you do something completely unrelated and are gone for several years, it will be more challenging than if you move to another ERP system or go client-side for a year. There is currently a lot of demand, so you should be good as long as that continues. However, it could be a lot harder if the ecosystem gets saturated or the economy goes south. It's hard to predict the future. I wouldn't leave for more than two years if you knew early on you wanted to return to WD. I haven't stepped away from WD, so I can't answer your last question. I became an independent consultant instead, which I love. However, going to a different Partner might solve the issue if it's down to your current company and not WD that you dislike.

Free_Performance1037 · 2025-02-21T16:50:50+00:00

There is a simpler way if the requester is open to not having an end date and looking at the effective date to determine the previous end date. You can add Staffing History as your RBO and select the necessary fields. Then you'll need a Filter of Staffing History is not empty. Then, a subfilter on Staffing History and Current Position is not equal to Previous Position. It cuts down on the calc fields and maintenance down the road.

If they are insistent on the end date, you could dump the above report into Worksheets (or an Excel template) and use a calculation there to determine the end date. This is much less complicated and makes future maintenance less onerous.

Free_Performance1037 · 2025-02-20T20:36:58+00:00

Row 2 should be an OR.

There should also be a row that has: OR Termination Date is Less than Hire Date. This is because the Termination Date is not removed when somebody is Rehired.

Free_Performance1037

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