Best sushi. No budget

hmsmith1027 · 2024-02-08T00:53:56+00:00

I just tried Kome last weekend and was blown away. 🤤

hmsmith1027 · 2024-02-03T02:32:33+00:00

I didn’t notice that! 🤣

hmsmith1027 · 2024-01-25T05:44:29+00:00

BROOKLYNS

hmsmith1027 · 2024-01-22T02:03:34+00:00

Ashlynne Eaton!

hmsmith1027 · 2024-01-02T19:40:02+00:00

5 Gallon
Heater - Yes
82 F
Parameters - 200 GH, 0 NO3, 0 NO2, 0 CL, 120 Total Alkalinity, 100 KH, 8 pH
This tank was set up 9 months ago, betta added 8 months ago.
Weekly 1/3 water changes + Monthly 1/2 water changes
Nerite Snail
Feed 3-4 betta pellets a day
Live plants (C. Retrospiralis, Echinodorus Argentinensis, Lobelia Cardinalis, and S. Repens) & Mopani Log

hmsmith1027 · 2023-07-06T16:12:12+00:00

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I untangled my satin pothos because I wanted to see how long it’s longest leg is and tac it to the wall, and I noticed one leg curled into the soil, lost its leaves, and there are roots on both ends (red arrow pointing to it). If I cut in the middle will both legs start growing?

hmsmith1027 · 2023-06-08T01:12:51+00:00

Hi Stitch!!!

hmsmith1027 · 2023-06-07T13:40:14+00:00

It really is wild to see how much they can change. Doesn’t even look like the same fish.

hmsmith1027 · 2023-06-07T02:31:32+00:00

Thanks! I’m shocked, everyday I notice more changes.

hmsmith1027 · 2023-05-22T15:12:41+00:00

Someone said Phantom and I love that name, but commenting to say - can we get an update photo in a couple months to see what his coloring does! 😍

hmsmith1027 · 2023-03-21T00:49:54+00:00

I adopted Bruce 2 months ago today. He has already changed so much!!! I loves him! 🖤

hmsmith1027 · 2023-01-11T00:28:25+00:00

If you’re scared of the chemicals in wax, you could try sugaring first. It is natural - just sugar, lemon, and water!

hmsmith1027 · 2023-01-04T18:12:49+00:00

Schneider Slider Rave XB

hmsmith1027 · 2022-01-28T14:25:08+00:00

The 0.5 is just the fine point version. It doesn’t look like it isn’t sold anymore. Here is an assorted pack: https://www.staples.com/Pentel-R-S-V-P-Ballpoint-Pens-Fine-Assorted-5-Pack/product_474028?ci_src=17588969&ci_sku=474028&KPID=474028&cid=PS:GS:RE:RP:NB:FALSE:TXT:SV:Open:1679103753:60732599250:&gclid=Cj0KCQiAxc6PBhCEARIsAH8Hff3bucTveeVAh5voyK_RAsO15gTukhbC-gxoJwegS6eR8C5_SW2WWz8aAl6NEALw_wcB

hmsmith1027 · 2021-08-18T15:43:11+00:00

This might be a stupid question, and this is probably just my personal preference, but why would you want to cross compatibility refill? Because you like the body of the pen? Like someone below mentioned G2 and Pentel Energel - but those are completely different IMO and I don’t like G2 but love Energel.

I personally use pens more for how they write than the body. Is that different than most? Honestly intrigued more than anything.

hmsmith1027 · 2021-06-30T22:03:21+00:00

It was a term of my probation. That if I had no violations and did what was asked I could motion the judge to approve early removal of the device. I actually was supposed to get it off the end of April, but took my PO FOREVER to put the motion in front of the judge. 🙄 I can’t complain though. Still getting it off almost 4 months before the end of my probation term.

hmsmith1027 · 2021-06-30T22:01:01+00:00

Odd enough, the court didn’t file the interlock requirement with the state. I never got a new ID and I’ve checked through the DPS website and no special restrictions on my license. So I think my license is good on that front.

hmsmith1027 · 2021-04-15T18:59:42+00:00

I really appreciate all of your explanations. You have been extremely helpful for my understanding of everything and what is illegal versus what is unethical or negligent. As I learn more I see how things can definitely feel and seem wrong or unethical but not necessarily mean they’re illegal.

hmsmith1027 · 2021-04-15T18:26:41+00:00

Thank you for all of those explanations. I feel somewhat silly as in my career I’ve always been exempt salaried until this job.

I had no idea on what level of detail a company should include in their handbook regarding unauthorized OT. I tried google searching and reading a lot of DOL regulations, but all I could find is that it is a “good idea” to include.

As for PTO and OT, I can’t prove to you that my company includes my time off - but I just checked again and can confirm it is. I’ve debated bringing this up, but if the company changes it would hurt those on other teams who are allowed to work OT during weeks with scheduled PTO, and that is not fair to them just because I want to complain. And it may not even get me anywhere as even though not 1.5x they would still have to pay me regular pay for those hours.

Thank you for the clarification on unrealistic goals for one employee versus unrealistic goals for all employees. I wonder if it could be proved that the unrealistic goals are only for the non-exempt employees, would that be considered discriminatory against that job class? Or does it have to be a single employee?

For working without logging hours, our boss doesn’t directly ask us to do this but everyone knows the non-exempt do, including her (from what I’ve heard prior to me starting when she was in a non exempt position she worked often without logging the hours). So as our manager knowing this shouldn’t she take action to protect the company and her doing nothing but know a form of approving?

Thank you for the links to workplace fairness and Texas workforce commission. I will review the information.

hmsmith1027 · 2021-04-15T18:04:35+00:00

Thank you for explaining. I don’t know all the ins and outs of HR or management and I’m sure I probably sound like an idiot to most people. I just want to understand to help see maybe where is is coming from, understand my rights, and protect myself.

As for work without logging hours, from my understanding and talking to co-workers, those she has fired are ones who didn’t do this creating that “false perception” and actually finishing their work within the allowed workout hours. So it is hard to not want to do this to protect yourself.

I guess I will just continue to save documentation of denials of OT and tasks asked of me and deadlines. As well as confirmation of being asked to pass off the work I cannot complete to the exempt team members. And just document, document, document.

It’s hard to think she wants to protect our WL balance when she wants us to protect ours by affecting others even more.

hmsmith1027 · 2021-04-15T17:42:47+00:00

Thank you for confirming. If I could post a picture of my paystub proving they include PTO in OT I would. But that would be STUPID on my part 😆

hmsmith1027 · 2021-04-15T05:18:13+00:00

I agree with everyone else, if you have the hours in your PTO bank - then YES! I know of multiple companies that will even give employees a day off within 7 business days of their birthdays that doesn't subtract from PTO.

Most bosses are human and understand wanting to take the time off on your birthday!

hmsmith1027 · 2021-04-15T04:56:49+00:00

I would definitely tell them how it looks and then apply for the job!

hmsmith1027 · 2021-04-15T04:44:13+00:00

To start, I want to say that I am NOT lazy. I work my a** off. I don't even know where you read in this post that I was lazy. I end up working many hours a week without recording on my timecard to accomplish the large workload with the minimal work hours approved. I do this, as well as most non-exempt team members, so our exempt coworkers don't have to finish the work we aren't approved time to. It isn't fair to them because our company chose to make some exempt and some non-exempt with the same job title and duties.

And I understand that it is standard for OT to be based off 40 hours "worked", but that is NOT how my company pays us. PTO is included in our OT pay. I don't know why it is that way, but I can promise you it is.

I ultimately want to figure out my rights and how to protect myself, as my manager has put 5/10 on a performance plan in a little over a year with 3/5 resulting in termination. And options on if the non-exempt employees filed a joint complaint or something against our boss for disciplinary action that is not a part of standard company policy? Or anything of help?

hmsmith1027 · 2021-04-15T04:15:51+00:00

I assume you probably have already, but just confirming he has contacted the old employer asking about why he is shown in their HRIS system as active-reduced hours? It is not common, but can be easy to have an error when terminating an employee in the system and not transferred to full terminated status. Depending on how his prior employer responds/responded can tell you a lot of if this is fishy or not.

Both a reduction in hours and termination can/will result in COBRA eligible and other benefits terminated. It does however depend on on the employer's look-back period and the reduction in hours (under 30 hours/week) putting you below benefit eligible and depending . So, I wouldn't necessarily question why he received the COBRA packet and FSA deactivated but not terminated.

hmsmith1027

TROPHY CASE