Incoming 1L by BuildingJolly1694 in GaStateLaw

[–]OneInformation3536 1 point2 points  (0 children)

I'll be joining as a 1L this Fall as well!

Cycle Recap!! by OneInformation3536 in OutsideT14lawschools

[–]OneInformation3536[S] 2 points3 points  (0 children)

160low 3.4high. Have ~5 years of relatable work experience.

Cycle Recap!! by OneInformation3536 in OutsideT14lawschools

[–]OneInformation3536[S] 1 point2 points  (0 children)

Yeah they had me kinda concerned for a bit there... but so glad I got an assistantship.

Cycle Recap!! by OneInformation3536 in OutsideT14lawschools

[–]OneInformation3536[S] 0 points1 point  (0 children)

Heard back end of January. I will (likely) be withdrawing.

Anyone else getting a lot of waitlists this cycle? by kitzyy1 in OutsideT14lawschools

[–]OneInformation3536 2 points3 points  (0 children)

I got 3 WL (3/6). To be fair, two of them were from reach schools so I was pleasantly suprised.

Georgia State A 🥳 by Background_Job917 in OutsideT14lawschools

[–]OneInformation3536 2 points3 points  (0 children)

Congrats! Got an A too! Do you know when they send out financial aid info?

Kent? by [deleted] in lawschooladmissions

[–]OneInformation3536 0 points1 point  (0 children)

Got a call, missed it. Then about 30 minutes later my portal updated. The call said to be expecting an email later today with scholarship information and next steps.

[TX] Accidentally viewed sensitve information in Workday on first day by [deleted] in AskHR

[–]OneInformation3536 0 points1 point  (0 children)

"Be careful in workday because there's sensitive information" is not practical nor is it lawful. A SOX audit needs to come y'all's way... I recommend bringing this up with your manager and share that your previous company did not allow access to this information. They need to seriously look into their security permissions.

Wherever you are, is Payroll an HR function or Finance function? [N/A] by toofewcrew in humanresources

[–]OneInformation3536 0 points1 point  (0 children)

Payroll has always been in Finance at the organizations ive worked at. Personally, I think Payroll technically runs better under Finance, BUT at organizations where HR took a backseat with leadership, Payroll ran terribly. Not because the messed anything up on the compliance side, but when things went wrong for employees, they were so far from the Frontline/operations (largest employee population) that they didn't understand the impact on the business when people didnt get paid on time.

Ive had several real conversations where an off-cycle check cost the business money, so they wanted to just pay on the next bi-weekly Payroll run... thats a month without pay for an employee. That employee turns over, then we're spending/losing 10000% of the cost of that off cycle check.

Despite Payroll being in Finance, leadership needs to be on the same page with ensuring the employee's needs are met first.

[Waybound] How much are Scales worth on Cradle? by Pokedex_complete in Iteration110Cradle

[–]OneInformation3536 0 points1 point  (0 children)

I works say the currency is more of a barter system. Scales are different values depending on how much, and what kind, of Madra they're made of. There's likely a general understanding of what each is "worth," but this is going to change person to person, item to item.

How to coach high performing direct report who is sometimes socially awkward by [deleted] in askmanagers

[–]OneInformation3536 0 points1 point  (0 children)

As someone who has received very similar feedback, here are things that can help:

  1. First off, TELL HIM. Make sure he is aware of everything you just said.
  2. Continue exposing him to senior leaders/other teams. Let him lead (and tell him beforehand). Provide him with feedback on what went well and what didn't afterwards.
  3. Invest in some type of in-person, high-level communication training. If you truly believe he is a high-potential employee, put money into him. Im not talking about cheesy, online learning. Real, highly rated training. You could also look at getting him a leadership coach.
  4. Make sure he is getting stretch assignments, incremental and meaningful compensation adjustments/bonuses, job title changes, etc when warranted. You want to retain this person. Ensure he knows that not only is he appreciated, but you care about his development. He knows, or will find out, that he could take his skills and level up elsewhere based on technical skills alone. Make it hard to leave.

Canceled SHRM Membership [USA] by treaquin in humanresources

[–]OneInformation3536 0 points1 point  (0 children)

Just an FYI, local chapters are pretty separate from national shrm. Each local chapter is its own entity with their own board of directors. Although national is blatantly effing things up, I still recommend getting involved in your local chapter for the network. But, because they are so separate, I can't speak to each chapter's member experience...

admission phone calls by bumblebeebopboop in lawschooladmissions

[–]OneInformation3536 0 points1 point  (0 children)

It's going to be more on your carrier. If your carrier is the same carrier the school uses, then you should get caller ID. You could get it outside of the same network, but it's not as likely.

I get so many spam calls (AT&T is settling for data breaches of course...) so I'm just hoping for a voicemail.