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fri posted: Fri 2018-12-07 14:26:07 tags: recipes
Scheduled to make shrimp scampi last night. I searched the "recipes" tag to find my previously-used recipe, and then I saw another entry mention shrimp so I looked at that and it called for a whole tsp of red pepper flakes and I noted that a few shakes of chili powder on top of that was nice and spicy but not unbearable, and on some level I noticed this second recipe was fra diavolo - not scampi - but it did NOT register that proportions might have been different... so we ended up with some pretty spicy scampi. I would abstain from the chili powder on scampi next time, but keep the full tsp (NOT tbsp... lol) red pepper flakes, not scale back to the 1/2 tsp the original scampi recipe called for.

This 2007 NYTimes post says shrimp scampi is "a classic open to interpretation", but I think few gourmands would agree it should be as spicy as fra diavolo, so maybe I need to line up more fra diavolo dates to get my spicy fix.

vitamin
fed LeMew
prepped payment to mail for med bill still trickling in
deposited estate expense reimbursal; Chick-Fil-A for lunch

things those chirpy ADP newsletter items circulated by HR won't tell you
I was pretty sure it wasn't legal to deduct PTO for work site closure due to inclement weather or disaster, at least not for truly salaried ("overtime exempt") workers - but in fact the law is trickier. The employer CAN deduct PTO but CANNOT withhold salary if there is no PTO balance remaining. So basically if you had 8 hours PTO banked and the office closes for a snow day, they can zero out your PTO... but if you had already used up all your PTO, they would still have to pay you. So it's to the employee's stochastic advantage to use up PTO before the seasonal likelihood of snow days.

BUT... if you are truly "salaried" then the employer would also be on shaky legal ground for withholding salary for time off taken beyond calculated PTO limits anyway. They don't get to call you "exempt" to avoid paying overtime, and then turn around and treat you as "non-exempt" (hourly) when it benefits them in sick-time accounting.

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