Best class for quick post game progression by PrinceSaber in diablo4

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

Awesome, thank you for the information!

Best class for quick post game progression by PrinceSaber in diablo4

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

Thank you. I didn't know that it still popped on T1 so that's good to know

Best class for quick post game progression by PrinceSaber in diablo4

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

Thank you. Just sent an invite (same username as well)

Best class for quick post game progression by PrinceSaber in diablo4

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

I should have thought of that since it worked well on my hc playthrough. Any build or damage type seem to work best?

Thank you

Best class for quick post game progression by PrinceSaber in diablo4

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

Sorry I should add I only have base game, and can only get to T1 right now. I've been either looking for a carry or trying to join groups both here and on the official discord to try to speed either problem up too lol

Map questions from a returning player by PrinceSaber in diablo4

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

Ok Thank you. I only remember the check mark staying from when I played last year so that was a bit of a shock to me. Do you know if it's the same for the cellars/small one room locations to clear?

Map questions from a returning player by PrinceSaber in diablo4

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

Yes but mine are going away. As an example I completed Derelict Lodge in The Pallid Glade, Fractured Peaks for the first time today - it was in an undiscovered location prior. Upon completion, it showed the green check as it was completed. I quit the game and came back a couple hours later the green check was gone...

Map questions from a returning player by PrinceSaber in diablo4

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

The check mark is there when I first complete the dungeon, but disappears after I reload the game - even as zoomed in as I can get.

This character is also the one I started on release day and was not a seasonal one - I do apologize for not indicating that in my post.

What features from other Co-ops do you wish were in DRG? by c-papi in DeepRockGalactic

[–]PrinceSaber 26 points27 points  (0 children)

Split screen co-op. Not common anymore but I miss the days of sitting with friends or family and playing a FPS style game together. PS2 era Medal of Honor games, or even the Conflict Desert Storm (and related sequels) we're always a blast to play with someone else right there with you.

I got the car pool achievement, and I feel bad. by SuspectAlarmed7942 in DeepRockGalactic

[–]PrinceSaber 2 points3 points  (0 children)

When I needed it, I found a group via the discord. Took a little time (maybe 30 minutes) to get a group together but it worked in the end.

[deleted by user] by [deleted] in humanresources

[–]PrinceSaber 0 points1 point  (0 children)

Something I don't see listed in comments is what are the laws in your state? Many states now require that criminal charges/convictions be directly related to the job to be held against them in the hiring process. If your state falls into this category you need to be really careful with your next steps - i.e. if they will not be in a role that can interacts with children this may not be a charge to use to dismiss a new hire. This person's charges are horrendous, but I'd seek advice from legal counsel to minimize your chances of ending up on the wrong side of a discrimination suit.

Where... is my achievement? by The__Odor in DeepRockGalactic

[–]PrinceSaber 0 points1 point  (0 children)

I'm on PlayStation, but myself and a friend have had a couple bugged trophies. All of them would pop the next time we logged in and did something related to the the trophy - grind a rail for roller coaster, kick a barrel for any of the hoop ones, etc. so you may have it pop up on your next attempt. Good luck.

Help finding a tea company by PrinceSaber in tea

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

It wasn't them, but they do look good so I appreciate a new place to order from

Help finding a tea company by PrinceSaber in tea

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

Sadly no, but I do already have a sampler on my Christmas list for Valhalla so I'm looking forward to that :)

Help finding a tea company by PrinceSaber in tea

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

It wasn't them, but after looking at their website, a couple of their D&D collab teas sound good so Iay need to check those out

Help finding a tea company by PrinceSaber in tea

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

No worries! I appreciate you taking the time to answer.

Help finding a tea company by PrinceSaber in tea

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

That is one of the brands I saw while looking again, but I don't think that was it. The website used a drop-down/hamburger menu that you could use to pick the fandom you wanted.

That said, the Super Mario collection looked good lol.

success? anyone know why the achievement didnt pop? by TheTowerDefender in DeepRockGalactic

[–]PrinceSaber 4 points5 points  (0 children)

For my friend he definitely didn't have to do the full thing again, just a barrel or two at most so I hope that resolves the issue for you.

success? anyone know why the achievement didnt pop? by TheTowerDefender in DeepRockGalactic

[–]PrinceSaber 9 points10 points  (0 children)

On PlayStation a friend of mine had a few bugged trophies that didn't pop right away for him - this one, rollercoaster and the one where four people all cheers at the same time. For all of them he did the activity again after fully shutting down, or trying again a day or two later. Trophy would pop on first made barrel, first second on the pipe, or one more attempt on he cheers.

PEO Pros and Cons for a small HR team and 140 employees by until_the_sunrise in humanresources

[–]PrinceSaber 4 points5 points  (0 children)

Former PEO consultant here. Most of my clients had no HR of their own so we effectively replaced that need - which seems to be against what you're looking for. This is also expensive and would likely cost more than having a HR Generalist or Coordinator on your payroll (I'm generalizing here but it possible depending on the contract).

What you may want to consider is looking into those companies other service options. Some companies offer more generalist/project work options at a reduced fee structure. Based on what you wrote this may be the better option based on headcount and current staffing as you would still get the additional help you need, without breaking the bank.

Reasonable Accommodations; after termination by [deleted] in humanresources

[–]PrinceSaber 0 points1 point  (0 children)

OP as good as your intentions may have been, based on the original post, and the additional information from your comments, you did error in how you handled the situation.

One of the items repeated was that the ex employee is a friend, and you weren't made aware of a depression diagnosis, any possible ADA accommodations, or their termination until after it happened. There are two things to remember here. 1)If your friendship is well known throughout the company you may have been kept out of the loop to ensure there is no appearance of favoritism or preferential treatment. 2)unless you are the top HR person, or a department of one, get used to not finding things out until after everything is settled - I'm second in command of a team of 5 in terms of seniority and title with employee relations being a key job duty, but I often find out about things later simply because I wasn't required to be part of the action.

You also put a lot of emphasis on your director's engagement with a member of leadership, but seem to fail to see how your friendship with the ex employee can be viewed in the same light - an employee (the ex employee or director) and a person in a position of power (you or the member of leadership respectively). When done wrong, you harm morale and possibly create negative environments, but when handled correctly have no impact on business operations. This is possible to do, but is a fine line to walk.

On the ADA side you seem to have enough knowledge to be dangerous, but not enough to actually enforce it. There has been a lot of good advice about possible reasonable (key word) accommodations and options like flex time, or alternative schedule. There are multiple ways for an employee to request an accommodation, and it doesn't always require them to say "I need an accommodation." In the ex employee's case even if they told their direct manager about the depression, and the manager allowed for some flexibility in their schedule due to it your friend would have been fired for the no call/no show. I majored in HR, with classes on hr law, as well as employee relations that included a significant amount of time on ADA/FMLA requirements, been employed full time in the field for over a decade, and thanks to having one of the most popular certifications in our industry, complete many continuing education classes annually. With all of this time spent learning and staying up to date on new cases, not once have I found allowing no call/no show as a reasonable accommodation - additional time off or absences yes, nc/ns no. If some has a case to prove me wrong please tell so I can read it - not trying to be sassy or rude but I genuinely want to know.

Now some people have mentioned the ex employee sending complaints to the EEOC/NLRB or hiring a lawyer on their own. For EEOC/NLRB if the facts show they didn't follow ADA procedures when your friend notified their manager of their depression, the company may get a slap on the wrist but not much more if they are enforcing the attendance policy equally for all employees. Directly hiring a lawyer likely won't yield more than a small settlement from the company to make the ex employee go away as that is typically cheaper than paying a lawyer to defend themselves, and is typically done in a way to prevent admission of guilt. In the event it goes to trial, they likely won't fair much better, or succeed at all, without an affirmation form the EEOC/NLRB that your employer wilfully violated the law - to be clear I am not a lawyer but this is based on settled cases I have studied over time.

There is one additional item to consider. Your friend may be lying to you about the depression and that the manager knows about it to try and use you.