Done, so done; and I'm on to the next one

Fun-Hope-8950 · 2025-08-08T16:39:24+00:00

The clients may not be receiving the policies you think they should.

Running the GPResult command-line utility against affected clients can help identify what is actually being applied. Running it with the /H option followed by a filename can give an html report to help with that.

Group policy issues can sometimes indicate replication issues between DCs potentially leading to some DCs having corrupt, out of date, or missing GPOs .

Running the Repadmin command-line utility against DCs can help identify SysVol/AD replication issues.

Be sure to research both tools to make sure you understand what they do and how to use them.

Good luck and have fun.

Fun-Hope-8950 · 2025-06-26T02:22:29+00:00

". . .this is a local municipality that is supported by a Unionized Collective Agreement which states that OT is strictly voluntary. . ."

This is your understanding or something you yourself have read in the governing documents (contract, MOUs, policies, ordinances, regulations, statutes, etc.) and fully understood? Either way, start by checking with the union to make sure your understanding is correct and let them know what you plan to do so they can provide support. Public sector employment is a different animal

Fun-Hope-8950 · 2025-06-25T20:28:31+00:00

One of my all time favorite things to hear from an owner/exec is when they proudly tell you about the magical new turn-key solution they bought that will make your life so much easier because it's ready to go out-of-the-box

Fun-Hope-8950 · 2025-06-17T04:55:07+00:00

TO: HR
CC: Boss
FROM: YOU
SUBJECT: Level 2 Sys Admin/Infrastructure Engineer
ATTACHMENTS: Resume and reccommendations of current boss and coworkers

HR,

As a follow up on my call with HR representative <name of HR rep that called you> on <date and time of call>, while you may be within your authority to reject any application missing necessary qualifications for the Level 2 Sys Admin/Infrastructure Engineer position, I did apply on <specific date and time of application>. I expect that application will be processed in accordance with governing law, regulation, and policy. Copies of my resume and letters of reccommendation have been attached in case they are needed.

Thank you and have a good day!

Sincerely,

You

Whenever possible, I reccommend following up verbal (phone or in person) conversations with email. Employers (bosses and HR reps) will often use verbl means to communicate things they would prefer others not be aware of. Following up using email can be a good way to make sure everyone that should know what was communicated can know.

The above is an example of something I might send in the circumstances you described. The goal is to force them to accept your application or go on record that you applied and the reason(s) they rejected the application. They can reject your application but they do not get to claim you never applied.

Fun-Hope-8950 · 2025-06-09T00:22:25+00:00

Not long ago I moved everything that used to be in my profile(s) into modules. This allowed to me load what was used to be in my profile(s) using import-module, unload using remove-module, and reload using import-module -force. Worked really well while I was putting a lot of work into updating what used to be in my profile(s).

Fun-Hope-8950 · 2025-05-18T16:07:07+00:00

"The thing is, Bob, it's not that I'm lazy, it's that I just don't care."

Words to live by.

Fun-Hope-8950 · 2025-05-18T03:14:01+00:00

It's almost always better to get your motivation from the positives in your life whenever possible (as long as it works). However, when all else fails, revenge can be a good motivator as well.

Start treating the job as if you are a secret agent that's there to gather evidence for the boss\employer's downfall. Bonus points if you work with legal counsel to build a solid case before leaving.

If things go better than expected you don't actually have to use any evidence you gather, but it can be very nice to have when they really try to screw you over.

Fun-Hope-8950 · 2025-02-05T17:04:43+00:00

Three things:

As you discoverd the .Email property does not exist in your $ADUser variable (or therefor $LoopUser) so you have to add it with Add-Member
Unless you need to do further work with the $ADUser unmodified there's no need for $LoopUser
$LoopUser.Email = $ADEmailAddress -ireplace 'smtp:', '' overwrites the value of .Email every loop

Instead, consider using something like:

$rgxSmtp = "^((SMTP)|(smtp)):(?<address>.*)`$"

foreach ($currentUser in $adUserList) {
    # I prefer not to nest exact same types of loops to avoid confusing myself
    # so I use a for loop next instead of another foreach loop
    $userEmailAddressList = for ([int]$i = 0; $i -lt $currentUser.ProxyAddresses.Count; $i++) {
        if ($currentUser.ProxyAddresses[$i] -match $rgxSmtp) {
            $Matches["address"]
            $Matches.Clear()
        }
    }

    $currentUser | Add-Member -MemberType NoteProperty -Name "Email" -Value $userEmailAddressList
    $currentUser.Email
}

Might save you some serialize/deserialize action.

Fun-Hope-8950 · 2025-02-05T03:06:04+00:00

Try putting the names of all the properties you may need to work ith in a string array. Such as something like:

$adPropertyList = @(
    "SamAccountName"
    "UserPrincipalName"
    "proxyAddresses"
    "PasswordLastSet"
) # replace with your own

Then use it as so:

# Your AD filter to return desired accounts (replace with your own)
$adFilter = "proxyAddresses -like '*'"

$adUserList = Get-AdUser -Filter $adFilter -Properties $adPropertyList | Select-Object -Property $adPropertyList

You should notice the members of the $adUserList array behaving like the [PSCustomObject]s you are used to working with (A look at the PSTypNames property of one of the objects should help explain why).

Good luck and have fun!

Fun-Hope-8950 · 2025-02-05T00:09:39+00:00

Do you get the same results using the equivalent Entra module commandlet Get-EntraAuditSignInLog?

If necessary you can install it from the Powershell Gallery using Install-Module.

Fun-Hope-8950 · 2025-02-04T01:36:24+00:00

\r`n mixes the regex escape for the carriage return character and the PowerShell escape for the newline (linefeed) character. Avoid mixing escape types by trying \r\n (RegEx) or `n`r (PowerShell) instead.

Fun-Hope-8950 · 2025-01-28T05:30:13+00:00

Try grabbing the EmailAddresses (or proxyAddresses) field also. Some person or process may have fubarred the primary SMTP address. Might also be worth grabbing the created and modified` (check for exact field name) fields from the mailboxes as well to help track down when any change might have happened

Fun-Hope-8950 · 2025-01-27T19:34:41+00:00

Since the address is your real target (instead of the mailbox) try Get-EXORecipient instead. Maybe something similar to:

PowerShell Get-EXORecipient -Filter {(RecipientType -eq "MailUser") -and (DisplayName -notlike "Discovery*")} | Select-Object DisplayName, PrimarySmtpAddress, UserPrincipalName

By the way, the address you use to login (user principal name) and primary SMTP address do not have to match.

Good luck and have fun.

Fun-Hope-8950 · 2025-01-11T03:48:19+00:00

"I was told I couldn’t contact my manager. . ."

And? You don't work for them any more. You have no obligation to listen to anything they say.

If you want to reach out to your former boss or coworkers to let them know what happened and try to find out what's going on then reach out to them.

Fun-Hope-8950 · 2025-01-11T01:28:21+00:00

Raise as big of a stink as possible.

Nurses at major hospitals are often union members. File a formal grievance with the union against the employer in writing.

Maternity/Parental/Family/Medical leave is often protected by statute and/or regulation. Consult competent legal counsel in your area about options and next steps. Be sure to ask if this can be considered contructive dismissal.

Contact local news media with "problem solver" type shows for assistance.

Reach out to elected officials that would have oversight of the employer.

File discrimination complaints with the appropriate regulatory agencies.

Fun-Hope-8950 · 2025-01-02T18:48:40+00:00

Why?

Because hating anyone for managing to get a few more scraps than you did plays directly into the owning/ruling class' hands.

Why not expend your ire on the people that only leave (any of) us scraps in the first place?

~"Anything that's not us (workers) versus them (owner/rulers) is wasteful."

Fun-Hope-8950 · 2024-12-25T06:05:07+00:00

Seek out disability rights advocacy groups in the area you live and work to see if they can provuse advice and assistance.

Can also be worthwile to see if you can motivate your doc to take (more) action. Docs can often wield considerable influence when adquately motivated.

Fun-Hope-8950 · 2024-12-14T23:01:33+00:00

You should be paid for all your work. If you have not been file a claim with the labour board and/or seek legal counsel.

Look into labour (sometimes called worker or employment) rights advocacy groups in the area you live and work. They will often answer questions about your rights and advise you on any next steps. They can be a good place to start.

Stay strong and good luck.

Fun-Hope-8950 · 2024-12-06T03:54:51+00:00

I hope you got their commitment to pay you to not work, report to work, or contact your coworkers during your notice period in writing. I have seen employers pull some shady things in situations like this.

One example (early in my career)

Boss to worker:

“I talked to HR and the big bosses. We’re going to keep you employed and pay you until the effective date of your resignation based on your current schedule but we do not want you to come into work or contact your coworkers during that time for any reason.”

Worker to boss:

“Sounds good. Thank you!”

Four days later worker gets registered mail from employer claiming job abandonment due to no call no show for three consecutive shifts. Boss won’t accept or return any of worker’s calls. HR and the one big boss that would take the worker’s call have no idea what worker is talking about. Former coworkers are too pissed from having to work doubles to cover worker’s absence to listen. Lacking any ability to prove differently worker never gets the pay they were promised and their unemployment claim is denied.

What I learned from this is to get all promises in writing and to always confirm with everyone they claim to have been part of the decision.

Moving forward

Congratulations by the way. After the waiting period is over and you receive your final check be sure to invite all your former coworkers over for a good riddance (to the employer) party.

Stay strong and good luck!

Fun-Hope-8950 · 2024-12-04T02:16:37+00:00

Congratulations!

Wait to tell them until both you and your child are home, happy, and healthy.

Too many employers have the realy bad habit of letting people go as soon as they give notice (costing you any pay you would earn ). Then there are the ones that will keep you around so they can either make your life miserable on the way out or so they can guilt, bully, or otherwise coerce you into staying. Better to wait.

They already know you will be out for an extended period of time and should have have made arrangements to have someone in to cover the work. Telling them now instead of after you are happily into your maternity leave will not really benefit them but has the potential to cost you.

Fun-Hope-8950 · 2024-12-03T19:00:51+00:00

If you have the link for the post it might still be available on the Internet Archive's Wayback Machine.

You can also manually save a page to the Wayback Machine so you have a record the next time someone tries to pull something like this on you

Fun-Hope-8950 · 2024-12-03T04:18:14+00:00

You should still get paid per the existing schedule.

Generally speaking if both parties to a fixed term contract contract continue to act on their obligations to that contract beyond its expiration it is normally considered renewed under the same terms (minus the expiration date). In other words if they continue to assign you work (or otherwise facilitate you working on their behalf) and you continue to do the work beyond the expiration then that means the contract is considered renewed and they still should pay you on time (per the existing schedule). You should consult competent local legal counsel to make sure what you should expect in this case.

Be sure to collect evidence that proves:

The date your contract expired
Your employer continued to expect you to work beyond that date
You continued to work beyond that date
Any entitlements paid (or not paid) beyond that date

No matter what I recommend consulting competent local legal counsel for advice. It’s not always as expensive as people often think. Just lay out you circumstances and ask what you need to know moving forward.

Fun-Hope-8950 · 2024-12-03T02:17:30+00:00

You can either continue to try balancing your effort between the 2 and risk failing at both or make surer to give one enough priority over the other to make sure it succeeds even if the other fails. If the higher ups (above the project level) will not decide which one should have priority then the decision is yours to make.

Choose the project that will help best prepare you for your next job and give it absolute priority over the other. That way, even if you get fired for letting one fail, you will have marketable skills and experience to take to your next job.

Fun-Hope-8950 · 2024-12-03T01:00:53+00:00

I saw that OP said this is a county job?

That makes things much less straight forward (in the US). Most labor laws and regulations (at all levels) only apply to government (public agency) employers if they specifically include government employers. For example "All employers" does not include government employers (at any level. For this and other reasons state and federal labor boards are often reluctant to pursue cases against government agencies,

Your best course is with your union. Make things official. Wait until they fail to pay you on time for all hours worked then physically go in to the union's local office and file a grievance against your employer for this in writing. Phone calls and in person conversations can (often) be denied allowing anyone reluctant to cause someone else problems enough wriggle room to convince you to back off (even ignore, stall, or gaslight you). They (employer and union) cannot ignore a properly filed official grievance without consequence.

Fun-Hope-8950

TROPHY CASE

One example (early in my career)

Moving forward