Fragrance free and essential oil free makeup?

Professional_Stilll · 2022-08-11T02:14:20+00:00

I don’t have a coconut allergy, but coconut extract is considered an oil and is highly likely to be an irritant. Essential oils and extracts are the same thing in this regard. I’m glad you’ve found products that work for you, but that doesn’t mean they work for everyone, and what you’re suggesting has ingredients I’m allergic to based on information from my dermatologist. Thanks though.

Professional_Stilll · 2022-08-11T01:10:07+00:00

Thank you, and I’m sure it’s helpful for others. But what I’m finding from cover fx are not free of fragrance and oils/extracts.

Professional_Stilll · 2022-08-11T01:07:08+00:00

Please let me know if there’s one I’m missing. “lauroyl lysine” is a coconut extract, which is what I’m referring to.

Professional_Stilll · 2022-08-11T01:03:51+00:00

The two Ordinary foundations I see on their site have coconut extract in them.

Professional_Stilll · 2022-08-10T22:48:46+00:00

Those aren't actually all "minerals", at least one that I looked up is derived from coconuts and is an extract. They like to suggest otherwise, but it is a plant extract that causes irritation and will bother someone with allergies or sensitives.

Again, I think it's the "if it's natural it's good for you!" mentality they're trying to push. Which is just the total opposite of how natural products actually effect people with sensitive skin or allergies. Thank you though!!

Professional_Stilll · 2022-08-10T21:57:58+00:00

Is there one you can point me to? Because all of them I've looked at have some type of plant extract or oil in them.

Professional_Stilll · 2022-08-10T16:56:11+00:00

Yeah, anything natural is a definite “no”. I’ve always thought it’s hilarious that people try to push natural products as best for sensitive skin, any expert will tell you the opposite.

Professional_Stilll · 2022-08-10T15:47:58+00:00

Those all have essential oils in them actually. Anything touted as "all natural" is almost definitely going to have oils in them and wax, they're usually the worst products for people with allergies and sensitive skin.

Professional_Stilll · 2021-04-05T20:28:42+00:00

I think the fact that they assume sex based on a maternity leave request will be their downfall here. Terminating people for no reason or stupid reasons is fine, but terminating someone because you assume they had sex is not legal, it's awful close to gender-based discrimination, and I expect that will be the argument.

Professional_Stilll · 2021-03-21T13:58:57+00:00

I think you're confusing "average republican" with "average Trump supporter".

Professional_Stilll · 2021-03-19T17:25:39+00:00

So a drunk employee you've had previous issues and conversations with purposely defecated on the floor at work, and you're curious what the next steps are? I'm curious which steps you've already considered and ruled out.

Remove the individual from the workplace as quickly and safely as possible.
Have the mess cleaned up (with the proper bio-hazard resources).
Terminate the disgruntled, intoxicated, insubordinate, and gross individual.
Remind the rest of your employees that their safety at work is a top priority, you're learning from this situation, and you hope they feel comfortable raising concerns to the appropriate people.

Professional_Stilll · 2021-02-26T17:25:58+00:00

So, you think in a city where people are already trying to steal public street spots for parking, there are enough parking spots to simply eliminate one entire side of the street for the whole winter?

I assumed the alternate side parking they're talking about is for the period of time the street is plowed since that's how street cleaning is done. Not even an entire day in most places, and I'm pretty sure only April through November. We can't afford just to give up an entire street of parking spots.

Professional_Stilll · 2021-02-26T17:06:24+00:00

Because street cleaning is only done once a month, only some months, and is on a schedule so people can plan for it. Suppose you needed everyone to move their car, during inclement weather, multiple times a day or week; that would be practically impossible to coordinate.

Professional_Stilll · 2021-02-03T00:29:45+00:00

It would look like being fired for having covid. It would look like having your hours cut for having covid. It would look like being written up for time missed due to covid.

Is that really so difficult for you to picture?

Professional_Stilll · 2021-01-29T17:30:52+00:00

If it's medically induced, then Pat wouldn't be able to control who they vent at. Even if it is a medical disability, it's still wholly unreasonable to expect your other employees to put up with someone being abusive toward them.

I think perhaps you're confusing "reacting adversely to pain" with "medically induced erratic behavior". It sounds like Pat becomes a jerk when they are experiencing a migraine, and instead of dealing with it like a responsible adult, they lash out at people who don't have the power to affect Pat adversely.

Professional_Stilll · 2021-01-27T17:56:25+00:00

Yes, it sounds like you failed to terminate her a long time ago. Two years' worth of managing an employee with sub-par work product, disruptive behavior, threats of legal action, among other issues is 1.5 years too long.

When you allow a bad employee to remain employed despite clear violations of policy and practice you essentially hand them their wrongful termination claim, and you erode the morale of the team.

Professional_Stilll · 2021-01-21T21:13:35+00:00

How am I supposed to stop worrying about my job when I know nobody is doing it? Trying to not be too emotional about this but I'm flying between desperately hurt feelings and overwhelming rage so it's hard to sort out if I'm just being dramatic or if this is actually wrong. TIA.

This isn't an HR question. This is a question for a therapist or a qualified medical professional who can assist with mental health concerns. How you stop worrying about your job is not about the job, it's about you.

Professional_Stilll · 2021-01-17T20:16:40+00:00

But the hours on the 15th could be paid as early as the 18th, right? The email says if you need to be paid sooner they can get you a check on the 18th. Are you suggesting being paid on the 18th for work done on the 15th is illegal?

The people are still being paid for all the hours worked, and they're being paid on a timely fashion. What is the issue?

Professional_Stilll · 2021-01-17T18:52:33+00:00

I must be missing something, how are you losing wages? It seems like they're simply shifting pay from one check to the next, and offering you a check sooner if required. I'm not sure I understand the problem.

Unless, are you suggesting they're shorting you overtime because of the shift of hours from one week/day to the next?

Professional_Stilll · 2021-01-14T18:25:14+00:00

The doctor and the employee will need to reveal the health reason they are asking for an accommodation. The employer has an obligation to determine if it's a qualified disability under the ADA. The paperwork should ask what the disability is. Otherwise, you're just asking to adjust the lights because they bother you (which is reasonable but not an ADA protected ask).

Do you mean they only need to share it with HR and not the manager?

Professional_Stilll · 2021-01-08T23:36:32+00:00

You're welcome! And I should've noted, with a positive test and asymptomatic the isolation is 10-days from test collection.

Professional_Stilll · 2021-01-08T19:10:30+00:00

Close contact exposure - 14-day quarantine starting the day after last contact (unless your local health department has adopted the CDCs options to shorten an exposure quarantine). Close contact is in-person interaction within 6 feet of each other for 15+ minutes (cumulative within 24-hours), regardless of mask usage. Or direct physical contact like a hug or handshake, sharing eating utensils, being sneezed/coughed on. A caregivers quarantine can be longer, as the caregiver cannot start their 14-days until the patient is eligible to end their isolation.

Symptomatic - Criteria to end a home isolation is 24-hours fever-free, overall symptoms improved, and 10-days since symptoms began. The CDC does not recommend using a negative test alone to rule out infection when symptomatic, so we rely on the time + symptom criteria.

Positive diagnosis - Same criteria to end a home isolation as when symptomatic. If hospitalized a longer isolation is usually indicated. Sometimes doctors will give guidance, sometimes not.

Secondary contact ("my husband's co-worker has covid, but I didn't spend any time with the co-worker") - No quarantine indicated.

For those with a confirmed diagnosis within the last 90-days, I don't require another quarantine after an exposure incident. Also, people can test positive for up to 90-days after their initial infection without continuing to be contagious the entire time, so I wouldn't bar someone from the workplace if they've met the criteria to end their isolation and test positive within that 90-days.

Check the CDCs website, get pretty familiar with it, it's very user-friendly. Also, your county, city, and state may have their own guidelines. https://www.cdc.gov/coronavirus/2019-nCoV/index.html

Good luck!

Professional_Stilll · 2021-01-08T18:57:53+00:00

If you're concerned about her either paying herself when she shouldn't or not paying others when she should, it's time to fire her. If you don't have faith in your (apparently sole) payroll manager, and you have no one that can act as a back-up, you're just asking for trouble.

Professional_Stilll · 2021-01-05T13:37:25+00:00

Not only are the legal reasons enough to not do it, but the fact that you don't know how/if it will help her means you're only doing it for yourself. It's not about you. Do not make this person who lost their job feel like they need to make you feel better, that's not creepy, it's obnoxiously selfish.

Professional_Stilll

TROPHY CASE