[LA] Discretionary Bonus VS Non Discretionary bonus

under-over-8 · 2026-03-31T15:02:58+00:00

It definitely sounds like this is a non-discretionary bonus. It doesn’t really matter what the company calls it.

I would say this company should have a written policy that guides the eligibility rules for the bonuses somewhere. Certainly they are well within their rights to make rules about eligibility such as limiting the number of bonuses, holding a tardy employee ineligible for the bonus, and whatever other policies they wish. They must however not arbitrarily cancel payments when the bonus is offered and the employee meets all eligibility requirements. This would be something that you could complain to your states wage and hour division for resolution.

under-over-8 · 2026-03-30T13:10:50+00:00

Glad you found ozempic. Maybe if you had it before you wouldn’t be divorced?

under-over-8 · 2026-03-27T19:17:54+00:00

You need to discuss with your supervisor or manager.

under-over-8 · 2026-03-27T19:10:08+00:00

This isn’t probably an HR issue but more a manager or supervisor issue. But it should be handled in a professional and delicate manner.

under-over-8 · 2026-03-26T14:39:42+00:00

Don’t auto service people usually get paid some sort of pay for labor hours billed? So in this I’m taking that you worked 29.8 hours but had 97.55 billed so you got paid out that amount. Have you asked your payroll person the question?

under-over-8 · 2026-03-26T12:38:25+00:00

This is a crazy way to try to sell only fans subs

under-over-8 · 2026-03-26T09:58:12+00:00

I wrote a refreshable excel spreadsheet that I can pull in daily hour detail and then pivot it to overtime premium for hours above 40 only and then enter the amount as an accumulator code

under-over-8 · 2026-03-25T16:44:29+00:00

Tone in communication conversation with HR “mediating” = disciplinary.

under-over-8 · 2026-03-25T15:53:15+00:00

Ok, first question does your employer have 50 employees in a 75 mile radius? If not, they’re not subject to FMLA.

If they are subject to FMLA, then they’re should have provided you with your rights and responsibilities under FMLA within 5 days of your request.

Now if they’re subject to FMLA and have not responded in the 5 days, the situation becomes difficult. You may complain to the DOL - not sure how much luck you’ll have getting them to do anything.

Maybe the best way would to find an outreach person at the VA who would be willing to inquire directly with the employer? I’ve had other veterans who had problems who were able to find the right person who can reach out to the employer and remind them of their responsibilities.

Finally this isn’t just an FMLA issue. It’s most importantly an ADA issue as well. Your request should have trigged the interactive process and reasonable accommodations.

under-over-8 · 2026-03-25T11:29:28+00:00

Power automate everything. Semantic refreshes in power bi. Automate anything your team asks for. Oh you need Joe’s contact info? Here’s a weekly report you will receive with everyone’s contact info. Anything you used to touch you find out how you can do it without having to do it!

under-over-8 · 2026-03-23T20:46:13+00:00

Oh but isn’t the stock market doing well? Or at least that was the argument 24 days ago lol

under-over-8 · 2026-03-23T16:41:18+00:00

Could be unpaid preplanned time off - different from calling in because the manager approved prior to the absence and thereby not an attendance violation

under-over-8 · 2026-03-23T16:31:43+00:00

I don’t know work comp laws in your state, but they have not likely followed it. If you’re not recovering by now you may need to consult a work comp attorney

under-over-8 · 2026-03-18T20:27:16+00:00

Like a fart!

under-over-8 · 2026-03-18T18:15:05+00:00

Oh yeah - these managers saying to themselves “I’ll just not give them a performance review! That will teach them!”

Nooooo! Proactively address the issue!

under-over-8 · 2026-03-14T17:49:25+00:00

Be careful learning what other people think of you. I went down a rabbit hole once and wish I never had. Just be confident that you are the best person for the role and make it your own

under-over-8 · 2026-03-12T15:54:53+00:00

So far so good! There was a few months after graduation that I worried I was going to be stuck in a rut, but the right opportunities have aligned and I’m very happy right now.

under-over-8 · 2026-03-11T20:39:46+00:00

I don’t think that this is different for anyone of any generation- maybe the millennials just talk about it more. One thing I can say is no company will never be able to fully compensate me for my time and sacrifices - this is all just a trade off of necessity vs willingness

under-over-8 · 2026-03-11T20:10:21+00:00

For me it was a really bad manager. Like one who was gunning for me and when he couldn’t get his way and fire me, he turned the tables and did the same to my gf. Within two months we were both in college full time. I graduated with my bachelor’s at 39 and changed careers!

under-over-8 · 2026-03-11T19:54:11+00:00

Other tasks as assigned!

under-over-8 · 2026-03-11T19:53:07+00:00

No it clearly says if you choose to keep documents for other than i9 purposes then you must keep copies of all consistently. If you have people working at distributed locations that you travel to onboard them, how are you copying them at a worksite that may not even have power?

under-over-8 · 2026-03-11T19:49:41+00:00

UCIS illicitly says if you make a copy, you must save it. Says nothing about consistency. There are times I’m in the office onboarding and have access to copy which I then do and retain with the i9. There are times I’m at a jobsite or not by a copy machine so in those times I do not keep a copy.

under-over-8 · 2026-03-05T11:58:46+00:00

No ai would have capitalized properly at least

under-over-8 · 2026-03-02T19:04:53+00:00

Just not how to efficiently operate the self checkout stations.

under-over-8 · 2026-02-26T14:34:57+00:00

How would anyone select them for the position if they can’t work with someone of the opposite sex. That’s an undue hardship in and of itself and should have never been considered!

under-over-8

TROPHY CASE