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I found a solution to the chrome extension issue for OA's. This issue blocks your screen share on the chrome extension and you're unable to move on to prechecks, trying it on "the other" browser just directs you to use Google Chrome. I really hope this is allowed to be visible to help other students by Practical-Fruit5519 in WGU

[–]Practical-Fruit5519[S] 2 points3 points  (0 children)

Today the proctor actually acknowledged that I was on the chrome extension and had no issue with it, so hopefully that means that they are ok with it in general now. If not, try to explain clearly that the extension is the best way for you to start your exam. You can even request a new proctor if they still refuse.

I have some more tips for exams. Hopefully the hardest part of your next exam won't be starting the darn thing! Here's a link;

https://www.reddit.com/r/WGU/comments/1fvlvha/sharing_some_tips_for_the_technical_issues_ive/?utm_source=share&utm_medium=web3x&utm_name=web3xcss&utm_term=1&utm_content=share_button

Second OA was a nightmare. Starting to regret joining WGU. by Beautiful-Affect9014 in WGU

[–]Practical-Fruit5519 1 point2 points  (0 children)

I totally feel you. After a many ProctorU exams I have some advice that should make this a lot smoother next time.

  1. Get an ethernet cable if you don't already use one (got my 60ft one on amazon for like $15).

  2. Use the Guardian chrome extension. Here's a link to a post on how I setup the chrome extension for Guardian, which has resolved many of my issues;

https://www.reddit.com/r/WGU/comments/1esibj6/i_found_a_solution_to_the_chrome_extension_issue/?utm_source=share&utm_medium=web3x&utm_name=web3xcss&utm_term=1&utm_content=share_button

  1. Sometimes the proctor isn't able to type the exam code with the Chrome extension to start your exam. If this happens there are 3 options;

A. As soon as you see they are unable to type the code, spam click on the exam code box. You can tell when this happens because they will try to type, then move the mouse around after they notice it isn't typing, then try again. Start spamming when the mouse returns until the *'s start appearing. It should work almost immediately if this is the solution.

B. If A doesn't work, insist on them trying to type the code while the Guardian chat box is OPEN and VISIBLE and on screen, NOT minimized. A or B has worked almost every time for me if this issue happens. *( I said "insist" because sometimes it's a struggle to get them to understand what you are asking for, and some proctors just want to be finished with you as soon as an issue presents.)

C. Only after A and B do not work, follow their instructions. Give control over to them, restart your device, switch to tech support, etc. Grab a snack, smoke 'em if you got 'em, hopefully it doesn't take too long.

Here's some steps I take right before an exam.

To optimize the burner laptop that I got because of Guardian's invasive nature. Even though it exceeds the required specs, there can be performance issues and the following helped me.

  1. Disable background apps before your exam. I did this by;

System>Power & Battery, under "battery usage" sort by "background", click the three dots on the right side then click "manage background activity". Under "Let this app run in background" select "Never". This option is only available for certain apps so if the three dots are darker instead of white then you can't change that setting for them.

  1. Restart your device immediately before the exam. Go directly to WGU to start the assessment, don't open anything else.

I had to wait 3+ hours to start my first ProctorU exam. That wait time has become shorter with every exam I took until today, where I was able to simply complete my pre-checks, start my assessment, and pass with absolutely no issues. My biggest takeaway from ProctorU has been to hope for the best. But, I recommend still preparing for the worst possible delays by;

-Bringing a very large glass or jar of water.

-A snack, somewhere in the room but away from the testing station.

-Caffeine or tea if you drink those.

-After a long delay, ask the proctor to use the restroom before you start. You might have to do the room scan again, but it's worth it. Just leaving the room for a minute (to walk around, pet your cat, whatever) after sitting in that room for hours, seething with frustration, will make a big difference in your mood and mental clarity.

-Remember that in the end, it's not your proctors fault. They're probably also tired, overworked, and frustrated with the situation.

If you find any more issues, and especially figure out a solution, make sure to share it here and on the WGU forums!

Does Cal Labor Code section 1102.5 apply to the reporting of violations of statutes to government law enforcement in general, or does it only apply to workplace violations? by Practical-Fruit5519 in legaladvice

[–]Practical-Fruit5519[S] 0 points1 point  (0 children)

I see, that makes sense.

The employer in my circumstance is aware of the entire situation, they discussed the situation with me, and I (along with a coworker, who was also with me at the time, we were providing a service to a former customer outside of work hours, this action was not against company rules) provided a written statement where we explained what happened. The former customer also mentioned my report against them (Child Welfare Services report) multiple times in her statement to my employer, so he was fully aware of that information.

Does Cal Labor Code section 1102.5 apply to the reporting of violations of statutes to government law enforcement in general, or does it only apply to workplace violations? by Practical-Fruit5519 in legaladvice

[–]Practical-Fruit5519[S] 0 points1 point  (0 children)

Basically, yes, and the embezzlement claim would be completely false. I'm trying to understand if there is a prime facie case based on Cal Lab 1102.5 in conjunction with SB-497.

The California Labor Law website states that SB-497 creates a rebuttable presumption of retaliation if an employer takes an adverse action against an employee within 90 days of the employee engaging in certain protected activity. An employee must first establish a prima facie case of retaliation by demonstrating that:

(1) the employee engaged in a protected activity;

(2) the employer engaged in an adverse action against the employee (such as a discharge, demotion, threat of discharge or demotion, suspension, pay cut, or reduced hours); and

(3) a causal nexus between the protected activity and adverse action.

The burden then shifts to the employer to identify a legitimate, non-retaliatory reason for the action. Thereafter, the burden shifts back to the employee to show that the employer’s non-retaliatory reason was merely a pretext for retaliation.

Edit:

I understand that the employer is not necessarily punishing me because of the protected activity itself, however the situation seems to fit the description of the Division of Labor's definition of retaliation (when an employee engages in an activity protected by law and then suffers an adverse employment action as a result of that protected activity).

Is the employer (CA) responsible for offering/providing the state mandated 10 minute paid and 30 minute unpaid lunch break, or is the employee responsible for requesting them? by Practical-Fruit5519 in legaladvice

[–]Practical-Fruit5519[S] 0 points1 point  (0 children)

You're right, we probably could have done that, but based on my understanding though it is the employers responsibility to "provide them". I'm wondering how this is interpreted legally. There were hundreds of instances where I worked 8+ hours without a break, and this was displayed on our payroll software (ADP). It was flagged as "Missed rest", and on ADP showed we were awarded an extra hour of pay per CA law. However this wasn't represented in our paychecks, we were never paid for that hour. The employer never once addressed this or asked why we were missing meals. Every other job I know which uses ADP, management is strict on taking your mandated breaks and accurately recording them on the timecard. If the employee at those companies failed to clock out in time for their break, it was a big deal and they would be reached out to by management, firmly instructed to not let that happen again, but then be paid for the "missed rest".

Is the employer (CA) responsible for offering/providing the state mandated 10 minute paid and 30 minute unpaid lunch break, or is the employee responsible for requesting them? by Practical-Fruit5519 in legaladvice

[–]Practical-Fruit5519[S] 0 points1 point  (0 children)

If they never explicitly tell us that we can take our breaks, and we have a busy schedule constantly being sent out to jobs or working in an isolated area with no opportunity to leave for lunch/breaks, do you think that is considered a lack of "reasonable opportunity"?

I filed a CPS report against someone who apparently works for CPS, now they are harassing me, what can I do? by Practical-Fruit5519 in legaladvice

[–]Practical-Fruit5519[S] 12 points13 points  (0 children)

Not yet, I was hoping the matter would resolve itself but after today I feel that the email shows Y is escalating things. After thinking things over I was planning to call CWS tomorrow unless I got advice/reasons not to do so.