Don’t wait for a layoff, start organizing a union for that juicy ‘represented’ employment status (as opposed to at-will). Unions can’t stop layoffs, but they can minimize the impact, negotiate a higher severance, and provide advanced notice. I highly recommend the good folks at CODE-CWA, they specialize in organizing tech workers
I use the app opentask. Based on your criteria, it’s exactly what you’re looking for. It’s all stored locally on your phone, it has the ability to set recurring tasks, and you can create categories of preset and custom tasks. Deadlines can be set as far into the future as you need, down to the minute. It’s available on F-Droid.
I love this idea, the back button on browsers feels like it exists because of webrings
A title is just something a company calls a particular job. A role is what that job actually is. So a lot of jobs might be called “QA engineer”, but not fitting the intended role
I’m thinking of it not as a title, but a role. Often times the 2 are not related
That’s what QA engineering is for. They are integrated into the dev team and they pull double duty with QA and code review.
I think QA engineering needs to become more widespread. The “extra pair of eyes” can’t compare to a department of people dedicated to code review and testing.
Someone has to bite the bullet and ask the obvious questions. Everybody starts somewhere and learns at their own pace, so there’s probably dozens more with the same problem but too afraid to ask.
Ez, feature bloat the project so all those dependancies are actively used
Sounds like progress!
Facebook forgot it existed too, they just recently made it possible to delete threads accounts without deleting Instagram
Yea of course! I can link a bitbucket for the file if you’d like. It’s hardcoded to my file structure, but should still be useful if you need something like it
This AI thing will certainly replace my MD to HTML converter and definitely not misplace my CSS and JS headers
I was following along until the bussin loop. What is it trying to yeet?
The US has the WARN Act, which requires 60 days’ notice or 60 days’ pay if at least 500 employees or 33% of the workplace are getting laid off (whichever is smaller). It’s a threadbare legal minimum on severance, but there is a minimum.