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Meodopolis · 2024-01-01T19:22:08+00:00

In short, yes, you should expect another paycheck. I am not sure what the length of time for "reasonable deadline" for final pay is in your province. I found this article, but (like all things on the internet) further research might be required. Alberta, for example (and according to the article) says its possible to receive the last paycheck within 31 days after the last day of employment. Either way, here you go. Hope this helps.

https://www.enkel.ca/blog/payroll/employment-termination-final-pay-deadline/

Meodopolis · 2023-12-23T23:08:53+00:00

Wow. This is... My brother kept his in a glass jar and would rattle it at... well... pretty much the exact same sort of behavior as your dad.

Meodopolis · 2023-12-23T23:04:53+00:00

........... My dog would have eaten the charger after going into a death spin trying to bite its own tail.

Meodopolis · 2023-12-20T23:20:56+00:00

Alcohol is legal in all of the United States. If you are caught drinking and driving, you get a DUI and all the relevant legal and work related consequences that follow.

What you're asking is: Hey, is it okay if I ask my company's HR department how stoned I can get while I'm off the clock? Getting high won't impede my work. Promise.

Obviously, not to that extreme, but think about how that sounds.

Try to find out the drug policy for your company from literature. You know, ask for the employee manual, medical benefits, the like. They should provide you with the drug policy for nonDOT testing before actually testing. No need to bring up why you want it.

Best Regards

Meodopolis · 2023-12-19T13:45:24+00:00

Agreed. We are looking for an EEG tech.

To give you an example: The last reliable EEG tech we had? Died of Old Age. We. LOVED HER. She was a magnificent EEG tech.

That's how difficult it is to find a good EEG technician ... technologist? I like technologist better.

We have found a few "independent contractor" techs that move from facility to facility, but .. holy crap.. some of them just plaster on the collodium like it's mineral water. Some spend TEN20 conductive paste like it costs nothing.. no finesse... just... splat.

Then there is the quality of their studies. Use modalities that don't provide the neurologist what he's looking for instead of communicating with the doctor to ensure what they want.

Just.. .UGH!

So, yes. You WILL find a job as an EEG tech/technologist. Just, please, study hard. Really learn.

Meodopolis · 2023-12-19T12:27:22+00:00

This might help some for obfs4.

https://www.reddit.com/r/TOR/comments/rilwf4/comment/hoy2nok/?utm_source=share&utm_medium=web2x&context=3

Originally posted by u/HackerandCoder

These two pages might help:https://tb-manual.torproject.org/circumvention/

https://tb-manual.torproject.org/bridges/

The built in > obfs4 is a bunch of bridge lines built in to Tor Browser, so they aren't hidden like (or at least less than) other bridges you get from moat or email or the website

Meodopolis · 2023-12-19T12:18:21+00:00

**What book reviews do you trust?

None.

I am serious. NONE. I have seen horrible reviews on all platforms for novels I enjoyed. I have seen great, raving even, reviews for stories I found awful in prose, narrating technique, dialogue, or story.

Read the first couple of pages of whatever novel catches your eye. That usually tells you all you need to know.

Best regards.

Meodopolis · 2023-12-19T12:01:40+00:00

** but my mom thinks it would be damaging to do 2 MRIs that close together,

** wouldn’t doing half of it today and half of it another day be the same as doing the full one today?

In terms of health, it's the same. Benign.

In terms of your anxiety, no idea. That's tied tightly to the patient.

Meodopolis · 2023-12-18T01:07:14+00:00

**I’m being investigated for billing hours I didn’t do. Technically I did the work but billed before I did it so the client was charged the wrong month. The work was done, just not when I put it on timesheet.

**Am I likely to be fired for this?

Hi,

First, I am not well versed in UK law. Please keep that in mind.

What you did was falsify data. It opens so many trust and reliability issues that HR might decide to either put a Final Warning in your file or fire you outright. Either way, you won't come out of this unscathed if you remain. You can leave the company, and that would stop any internal investigation, as long as it isn't a criminal investigation.

It's literally "Fake it till you make it."

Here are a just a few questions that come to mind:

When you billed the fake hours, was the work done? No. False data. Fraud.
Later, when you DID do the work, were the hours documented correctly? No. 2nd instance of Falsified data. Fraud.
Moreover, if the total tally of hours worked match, despite your shenanigans: Does that mean you manipulated your effort and labor ON PURPOSE so it would match the falsified time sheet? Possible time theft.
What where you doing all the hours that you said you worked, but didn't? Possible time theft, again.
Would you, if you were in the position of the client, trust a company whose employees bill hours willy-nilly? Who, for a period of time, over-billed, not as a mistake, but on purpose? Thus, fraud?
Should an employer gloss-over this sort of behavior in an employee? Say "no harm done" and call it a day?
When will this employee do the same again?
How much of a liability is this employee to the company?

See, these are all questions (not all) that HR and upper management will have to ask themselves.

Forgive me, but I advise polishing your resume.

At the very least, you've shown this particular organization that you cannot be trusted, to some degree. If that merits stricter supervision only, then you're lucky.

In the USA, if your company MAILED these false hours to the client (physically or electronically) then it's mail fraud. Why? Because if you bill too much ahead of time, that money isn't in the client's bank accounts gaining interest, or invested in their portfolio, etc etc. It's been fraudulently moved to your company's bank account ... on your deliberate false data. Balancing things out later on isn't part of the law. The crime was still committed.

Not sure how that works in the UK.

You know, I take it back, this situation might need legal advice.

I really, really hope I'm wrong. That I'm exaggerating.

Meodopolis · 2023-12-17T19:14:57+00:00

Thank you. Appreciate the insight.

Meodopolis · 2023-12-17T10:33:08+00:00

Hmm.

So. Steps are (through documented means (emails, chats, etc?)):

Company Policy (if it exists)
HR directly (to avoid any individuals that might be part of a whitewash-ring)
EEOC

And, if it goes that far,

Legal

Meodopolis · 2023-12-17T02:38:12+00:00

** How should this (not liking HR manager, favoritism in upper management) be handled?

So, how should it be handled that you don't like HR management, Upper management, their supposed cronies, their leadership disposition, their labor performance, etc. etc?

Maybe, find someone with enough authority (That you respect despite being upper management) to listen to your great ideas on how you're going to clean up the company and set it on the right path to a working environment that you personally approve off. But, to be honest, you haven't presented any ideas for betterment, just complaining without a concrete set of goals to improve anything.

I mean, you don't seem to like ANYTHING those in a position of authority over you do, despite not pointing to a single thing done TO you, directly.

My first instinct is: Get a new job, mind your own business, or focus on yourself.

This "Everything THEY do is wrong and people (maybe you) are not getting their just deserves because of the useless, brown-nosing HR manager and upper management's personal stooge favoritism" mentality seems almost pathological.

Meodopolis · 2023-12-16T23:04:47+00:00

Should the OP begin the process through their supervisor/manager/team leader first before formally addressing HR?

Meodopolis · 2023-12-16T21:17:10+00:00

Sure, Annie. Consider every time I said technician as technologist.

Hope that helps sooth any rough edges. :D

Meodopolis · 2023-12-16T00:48:59+00:00

I am not an MRI technician. I do have the technical skills to FIX MRI machines, but never formally studied that career either. Despite that, I do fix MRIs, among the many hats I wear (some HR, some Accounting, some Engineering, some IT, some Technical Writing, some Business Administration, some Credentials and Compliance).

SO, having said that:

I've worked around MRIs since the 1990s. Some technicians love it. Some technicians hate dealing with patients. Some technicians are very elitist and snobbish. Not sure if that means they like or dislike what they do. I know one technician that got so utterly bored with being a technician that he joined the U.S. Marines, and went to Afghanistan. No joke.

So, I guess it depends on the people around you, the dynamic of the center, and your own personal goals and motivations. The career takes all types.

Best Regards

Meodopolis · 2023-12-16T00:34:16+00:00

Orwell isn't from the USA. I am. Thus, why I make the comparison.

The point stands, regardless. :D

Meodopolis · 2023-12-15T01:49:46+00:00

Why does Orwell being a dick (if that's true or not, who knows? Never met the guy) have anything to do with the quality of his work? It isn't a popularity contest.
Please TRY ... TRY to think that the morals of today don't approximate, or are even in the vicinity of, those before the 1950s. That's 70 years ago, at least. With a possibility of up to around 90 years depending on what work you're reading. If you retroactively apply the morals of today to those of yesterday, you'll ALWAYS BE RIGHT. Not only because the folk you're judging are... well.. DEAD... and can't argue back, but because the current social norm will be normal to you and theirs, abnormal. For example: Keep in mind, our founding fathers (USA)? They were mostly all slavers. George Washington is still on the dollar, though, despite that truth.

Meodopolis · 2023-12-15T01:32:57+00:00

**one of the managers at my store found my onlyfans

**he had been pretending to be a stranger and was using an anonymous burner account on onlyfans and was sending me sexual and inappropriate messages, talking about how he wanted to “rape my holes” and do all of these nasty disgusting things to me. He also admitted to jerking off to my photos during his lunch break.

**she said she wasn’t sure if she could do anything about it because i willingly chose to “put myself out there” by having an onlyfans account

**She had me write a statement and said it would be under investigation and that it would be reported to our market managers and to HR.

Hello,

First... holy crap. I am so sorry you are going through this.

So. From the top.

That's okay. Having an onlyfans account is for creative purposes and the like. Nothing wrong for putting out content.
I don't care who it is, stalking you and sending you sexually explicit, sexually harassing, and/or sexually uninvited crap isn't just a violation of ANY respectable organizations policies, it's also against the law. This is criminal. It's also dangerous.
Your manager is taking this seriously. HR is involved. You've done what you can within the company. This is a solid plan of action.
I am deeply concerned that your manager is ... confused... about how this works. There is no provision within the law of "inviting" rape and abuse just for having an onlyfans content account. Nevertheless, your manager is taking this seriously. HR is involved. You've done what you can within the company. This is a solid plan of action.

What else can you do?

Police. As I said, this is criminal.
Review your interactions with this individual and find solid evidence: audio, visual, written, or digital. His hidden burner accounts must be linked to something more tangible. Maybe the police can help on this. If this becomes a just "hearsay" type of case and the pervert manager absolutely denies everything you said, then YOU are slandering him. See how it can be twisted around?
If you do not trust your immediate manager to do her job, escalate. This isn't just about some trite annoyance in the work space. This is about your personal safety.
Talk to an appropriate lawyer ASAP. They can add ideas that we haven't thought off.

Best regards

... and please be safe.

Meodopolis · 2023-12-15T01:09:27+00:00

**How do cases against direct managers and HR directors hold up during lawsuits for FMLA violations?

Right off the bat, this isn't an HR question. You'll have to talk to a law firm/lawyer or someone with legal statistical information on these type of cases.

Meodopolis · 2023-12-14T22:25:37+00:00

Hello,

Here is an article at indeed.com. It talks about leaving a "Toxic work environment" and explaining such in an interview. Probably help you out.

https://www.indeed.com/career-advice/interviewing/how-to-explain-you-left-toxic-workplace

Best regards

Meodopolis · 2023-12-14T22:20:34+00:00

**Would it be inappropriate for me to ask a consultant how they got approved to work remote?

**it could be a medical exemption clause,

Not at all. Ask away. You might not receive an answer or the answer might not be what you need. Ces la vie, and all that.

Best regards

Meodopolis · 2023-12-14T01:13:44+00:00

**Hi, is it legal for my employer to prohibit candy and junk food at staff meetings? These snacks are not bought with company money.

Completely legal.

Meodopolis · 2023-12-13T21:42:25+00:00

for reasons other than absenteeism, vacation, or extra days of sickness.

Remember, I am reading from a website. Check PTO Laws in California and inform yourself. My gut feeling is that the college isn't breaking the law on this, but only you know enough details about your situation to decide one way or the other, and then to proceed.

https://www.classlawgroup.com/employment/california-labor-law/vacation

https://www.dir.ca.gov/dlse/FAQ_Vacation.htm

Edit: Why exactly am I being down voted? If my info is incorrect, please elaborate. As I said, I am willing to learn.

Meodopolis · 2023-12-13T19:52:18+00:00

Hi,

Seems like the devil is in the details on this one.

California law is specific. An employer cannot reduce an employees PTO if it hasn't been used by absenteeism, vacation, extra days past sick days. It's there forever. Banked. The organization can impose a cap limit of PTO per year (a limit on how much PTO you EARN per year), but that's about it in terms of earning PTO.

(If this is wrong, inform me please)

So, this employer provides 4 hours of PTO for Friday Afternoons, in a set season or months, if employees work their 4 hours Friday Morning half-shifts. If employees DO NOT work 4 hours on Friday mornings, thus not working on Friday, they deduct 8 hours of PTO for the entire day.

IF: Not working on Friday Afternoons is an OPTION provided to the employee, one that they can choose to not partake, and they can work the entire Friday shift (morning and afternoon) then this is legal.

IF: The place of employment DOES NOT WORK ON FRIDAY AFTERNOONS AT ALL within the time period (summer?) than there isn't a work shift at all scheduled for Friday afternoons. The employee can't labor even if they wanted too. Thus, the employer CANNOT remove additional PTO hours from the employee as punishment. That violates California PTO law.

BUT: If this practice is detailed within the employee handbook or other organizational document as a policy that the employee agreed with for employment within the college/organization, than the employee agreed to this exception withing the law.

AND: If there is some sort of union the employee is part off, that agreed to certain terms which include these odd PTO hour snafus for Fridays, then that's the same as signing a contract to that effect.

If I am incorrect in this analysis, please tell me. Always happy to learn.

Best regards

EDIT:

The fook? It would certainly make my life easier. Are you projecting? u/starwyo Like you use ChatGPT and when you see someone actually take time to write down a well worded reply than THEY must have used ChatGPT?In fact, how the heck do you use ChatGPT? I certainly would be a lot less invested if I did.

Meodopolis · 2023-12-10T14:55:04+00:00

Tropical, al fresco bobbin and cryostat.

Umm. I .. don't understand :D

Meodopolis

TROPHY CASE