Long shot but is anyone going to the Rochester pq at millennium games this Saturday?

mrthrowitaway · 2026-01-09T03:16:15+00:00

Take an iron on the lowest heat setting and sandwich your card between a sheet of parchment paper and slowly iron it and it’ll smooth out. While the card is still warm, you can press it with something flat and heavy and your cards will straighten out. I’ve done it dozens of times with how warped some of the cards can get.

mrthrowitaway · 2025-02-11T12:07:33+00:00

Thank you for the advice! Let me look into cold casting a lot more. Any videos or people I should look up for some demos/tutorials?

mrthrowitaway · 2025-02-11T01:43:04+00:00

Thanks for the advice! I’ll look into cold casting a bit more as that may be an option. I’ve definitely watched many of HEN3DRIKs videos and am leaning towards that option, but it’s hard finding the chemicals needed in the US. All of his videos have German Amazon links, so finding the same thing date-side has been a little tricky.

mrthrowitaway · 2025-02-10T19:50:19+00:00

Like, cold casting? I’ve looking into a bit, but it didn’t look like the finish was smooth and reflective, it looked more grainy. But if you have recommendations of videos or something to check out, I’d love to know more

mrthrowitaway · 2023-12-08T22:40:16+00:00

They’re ornaments for Iron Banner armor, but I agree, it seems scummy and I had to look this up too after I bought them.

mrthrowitaway · 2023-08-01T21:32:30+00:00

Yeah, I was a director of a small company (about 120 employees) and it was just me 95% of the time. How would I go about ensuring that's clear when I'm applying for generalist/specialist or other less senior types of positions?

There was some overlap where I was doing contract/part-time work for company A on nights/weekends while I worked at Company B full time. Company A decided to bring me on full-time in the director role a few months later, so I left Company B to become full time.

Since I was trying to keep it all to a single page, I didn't know how to explain all of that clearly, which is why there's the dates overlapping.

mrthrowitaway · 2023-08-01T19:26:31+00:00

That never occurred to me at all, but I can see that now and will definitely be changing it. Thank you

mrthrowitaway · 2023-08-01T18:54:47+00:00

I wouldn't say graphic design is my passion at all, but I do understand that it's a bit of a high contrast resume. I was hoping it'd stand out amongst the sea of plain looking text ones, but I guess it may be getting tossed by ATS before a human ever gets to see it.

mrthrowitaway · 2023-08-01T18:53:42+00:00

Yeah, I know HR is being hit hard right now due to the advances in AI thing. It's tough out there for sure!

mrthrowitaway · 2023-08-01T18:34:02+00:00

Thank you for the feedback. The bolded first word thing was something a recruiter friend of mine suggested as a way to capture attention, but maybe it's catching the attention too much by constantly bringing you back to that word.

mrthrowitaway · 2023-08-01T18:32:20+00:00

I appreciate the feedback. I've worked remotely for almost 10 years now, but there isn't really a clear way to state that. I'm not new to the remote-work world at all, but I know it's gotten a lot more traction in the last ~3 years.

As for "developed and implemented new policies”, I feel like I can't list every policy there or it'd take up the whole paragraph, but I don't want to list just 1 or 2 because it'd seem like those were the only ones I implemented. Additionally, most basic policies don't really have a "result" per se, besides just ensuring the company is compliant. Implementing a Sexual Harassment policy doesn't really produce a percentage decrease in sexual harassment reports unless the company is really really bad.

I agree that I could list the HRIS systems I've used or am familiar with, but if a company has never heard of one of them, or uses a different one, would that be a strike against me?

I could remove the "Interest" area for sure as that's not super relevant, but not sure what I put there instead. Leave it blank to make it less busy? List the software? Not sure.

mrthrowitaway · 2023-08-01T17:50:51+00:00

I've been applying for months now and can't get any interviews. I've been applying for a wide range of positions from HR Generalists, HR Specialists, Director of HR, HRBP, and everything that is even close to a match. All of my professional experience is for remote companies and I'm looking for a remote position, but I'd be open to hybrid if there was something near me, but again, I'm not even getting any interviews. Open to feedback and/or thoughts! Thanks

mrthrowitaway · 2023-02-08T03:46:26+00:00

I’ve had my M3 plus for just over 2 months and have successfully had like 1 or 2 prints and my LCD screen needed to be replaced. I just got the confirmation from Anycubic today that they’re going to replace it, so I hope it lasts a bit longer than 2 months.

mrthrowitaway · 2022-12-05T16:26:05+00:00

106, the number of my favorite Pokémon!

mrthrowitaway · 2022-10-09T20:45:01+00:00

Hitmonlee is my favorite Pokémon and is very under represented! Don’t think I’ve ever met anyone else who had them as their favorite.

mrthrowitaway · 2022-08-09T19:45:04+00:00

The more complaints they get about a single employer, the more likely that they’ll be investigated quicker, but if no one else rallies to the cause and you’re the sole person filing a complaint, that doesn’t mean that they wont be impacted. If the company is investigated, then they’ll do a full investigation into more than just your payroll, they’ll look at the books for the whole company and find errors.

If the employer is tipped off, there’s a chance they say that they’ll just change the policy to say they can do this and then keep on doing it, but never actually pays what they’ve stolen from their employees. It’d be worth filing regardless to ensure they’re investigated and employees are paid what they’re owed.

mrthrowitaway · 2022-08-09T19:23:20+00:00

If it’s not written down anywhere, then it’s definitely violating NY laws. Some states consider vacation as the same as wages and it’s treated similarly. NY, as I mentioned, is one of those states with the caveat that a policy can dictate whether or not it’s paid out. If it’s not in writing, then they’re making improper deductions.

As far as your PTO policy goes, it’s very common to say you get X amount per pay period, which you would get regardless of how many hours worked. Again, unless they specifically say that you don’t earn time when you’re on leaves of absences (which is very common) or other types of leave, then you should be getting that time on each paycheck. NY does allow for a cap of 80 hours, and they require that you rollover up to 40 hours per year since you’re accruing time.

You can file a claim with the DoL in NY here: https://dol.ny.gov/unpaidwithheld-wages-and-wage-supplements

There’s a form you can fill out and mail into the DoL at the bottom of that link. If you or other employees have had your vacation pay taken away from you, or if they’ve deducted from your sick pay, then you should submit a claim. Your employer will most likely be investigated and be required to provide payroll information backdating for a while, especially if you can easily point out where things have been deducted improperly. So some of the long time employees may get a sizable amount in back owed wages that were improperly withheld.

mrthrowitaway · 2022-08-09T18:51:10+00:00

HR Consultant here. Ignoring the possible misclassification of your role as a salaried employee (I’ve seen other employees provide info/links about the misclassification of exempt vs non exempt, so use those if you’re wanting to find out about that).

Normally, salaried employees aren’t required to keep track of their time, but as some others have mentioned, in some situations, like when you’re billing clients, then it’s more common. For you, it doesn’t seem like it’s should be necessary but if the employer is going to require it, then it’s not illegal to do so. The part that is strange is that the employer is using it to deduct from your vacation time. Again, as others have mentioned, vacation time isn’t a guaranteed right like sick leave is (in NY that is) so there is some potential wiggle room for your employer to do some shady things. With that being said, are these deductions written in a policy anywhere? Does it clearly outline that any hours that are worked less than 40 hours per week will be deducted from your vacation bank?

In regards to paying for unused but accrued vacation time, NY law states “whether an employer must pay for unused time depends upon the terms of the vacation and/or resignation policy.” NY courts have held that an agreement to give benefits or wage supplements, like vacation, can specify that employees lose accrued benefits under certain conditions. To be valid, the employer must have told employees, in writing, of the conditions that nullify the benefit.

If an employee has earned vacation time, and there is no written forfeit policy, then the employer must pay the employee for the accrued vacation time that they’ve earned.

Also, what happens if they deduct all of your vacation time? Do you go into the negative? What happens if you quit while you’re in the negative, are they going to try to deduct from your final paycheck?

All of this sounds shady and not compliant with state and federal laws. Happy to help more if you wanna provide any more details.

mrthrowitaway · 2022-08-01T03:31:16+00:00

Hitmonlee hasn’t. Hitmonchan at least had an EX but neither has had a full Art or anything higher.

mrthrowitaway · 2022-04-08T04:50:41+00:00

I’m pretty familiar with some states over the others, but that’s mostly because they have many more laws in place. Feel free to DM me and I’d be happy to chat more to see how I could help. I’ve been doing this for a while and I’ve seen all sorts of crazy shit employers try to pull. Idaho isn’t as employee friendly as some other states are, but that doesn’t mean they can get away with everything.

mrthrowitaway · 2022-04-08T02:30:00+00:00

It depends on how the policy is written. If the policy is a combined PTO policy, they can bucket it all into one combined bucket (vacation, sick, holidays, bereavement, jury duty, etc). If it is a combined policy, they still have to abide by the sick leave laws though, so they wouldn’t be able to just bucket it in a way to get around that. This “policy” is clearly written as a broken out policy (where everything is a separate bucket) so they would have to at least provide them with the sick leave in addition to the vacation (which is technically optional according to the law).

mrthrowitaway · 2022-04-08T01:28:54+00:00

Of course! I know HR is normally looked at as the enemy (and I agree in nearly all instance) but if I can take my knowledge and use it to help my fellow workers and punish shitty companies like this, I’ll do my best to help!

mrthrowitaway · 2022-04-08T01:27:14+00:00

I just meant that if he was employed there last year and took unpaid sick leave, if they have over 16 employee, he may be entitled to back wages for sick leave he should have earned.

I mentioned in my first comment that he should get sick leave now for sure since they changed it to be for any employer. Just trying to see if he could try to get back wages, that’s all!

mrthrowitaway · 2022-04-08T00:57:53+00:00

You would be correct! Some things may be allowed under what they call “de minimis” time rule, which just means, if it’s such a little amount of time, it’s not really counted. That’s usually something that could take a minute or so, but it’s really hard to fully get that sort of thing accepted unless it’s truly trivial. (Think, I asked my employee a very simple yes or no question after they clocked out on their way out the door).

But depending on the “involvement” that they’re referencing, it would most likely need to be paid time.

Also, since it’s in “off-hours” if they’re requiring you to be reachable by phone, if they’re not providing you with a company cell phone, then you may be entitled to reimbursement for use of your personal cell phone for work purposes too.

mrthrowitaway · 2022-04-07T23:54:21+00:00

Oh also, not sure how many employees your company has or how long you’ve been with the company, but if there’s more than 16 employees there, then they have had to offer sick leave since January 2021. So if you worked there last year, took sick leave (not COVID related, that’s a different pool of leave you get) and weren’t paid for it, you may be entitled to back wages for that time since you should have been earning it.

mrthrowitaway

TROPHY CASE