A combo of management control and a very tiny number of people who abuse any freedom given to them, then blame you for not telling them they couldn’t do it, and then blame you for singling them out.
As an anecdote - we had no sick leave policy at a previous job. It was just tell us when you’re sick and you won’t be in. One guy joins and starts calling in on Mondays, or Fridays of bank holiday weekends. He eventually got caught saying he had been on a trip on one of those weekends and was called up on it. He told everyone it was bulshit because he was being singled out and targeted unfairly. Then we got a sick leave policy that applied to everyone.
Unsurprisingly, this guy was also the reason we needed permission to WFH, had formal expense limits when travelling, and core working hours during the day. He ruined it for 30 other people because he took advantage of every flex we had.
Management called him up on the sick days. he responds by saying that there's no policy for sick days, and to show him in the handbook where it says he has a limited number of sick days, or that he needs to notify someone. They can't, because we don't have one. When he's told this isn't acceptable, he pushes back saying that he's being singled out.
That sounds like the real problem was the lack of an employee handbook. They're not strictly required by law, but 30 employees is well above the level where you should really expect to have one in place.
The "just wing it and hope no-one takes the piss" approach is fine if you've only got a handful of employees, but is increasingly risky beyond that - it was probably only a matter of time before that organisation got into a difficult HR situation one way or another.
It's not even going to have been much of a time-saving, since all the legally-mandated bits (eg. equal opportunities, grievance procedures, anti-harassment, modern slavery, and consultation process) will still have been needed at that size, just without a central place to track and manage it all.
> That sounds like the real problem was the lack of an employee handbook.
That's my point - we didn't have one because we didn't need one. 30 people is still small enough that you can be on first name terms with every single person in the company and know what everyone is doing day-to-day. Anecdotally, I'd say one in every 30 people I've worked with in my career are like this - so that's probably the point you do need one.
Poor performers get put on PIPs, right? Did that person's poor performance "ruin it for everyone" and put the rest of the working plebs (the entire company or department or whatever) on PIPs? No, of course not. The poor performer gets singled out, which is just fine.
So instead of punishing everyone for some lying asshole's poor judgment, I propose management puts that lazy jerk on their own SDIP (sick day improvement plan).
EDIT: As an alternative, sure, update the handbook's sick policy while that liar is working for you. Since there's now precedent for handbook updating, should be an easy thing to revert it back to the normal, "no sick day policy" after they leave (by whatever means).
> The poor performer gets singled out, which is just fine.
he's not a poor performer, he's just an asshole. And you can't fire someone for being an asshole
> So instead of punishing everyone for some lying asshole's poor judgment, I propose management puts that lazy jerk on their own SDIP (sick day improvement plan).
You're missing the point. You can't single the person out for violating a policy that you didn't have written down. The only reason that policy is now written down is because that person violated the policy. Singling out someone for being (genuinely) ill is likely to end up with you on the wrong end of an employment tribunal who will ask you "what is your sickness policy"
In the USA, unless they have a contract, you can definitely fire someone for being an asshole.
If you have any sense whatsoever, you'll simply say "we've decided not to continue your employment" and offer them a month of paid COBRA and two weeks of pay in exchange for an agreement not to sue.
It’s been a while since I worked for a bigger company (not meta) but the problem there was you would have a team who was responsible for feature A and a team responsible for feature B, and if there was any weird interop between the two it just never got resolved because there wasn’t an owner. There was no internal incentive to fix the problem. It wasn’t deliberate but it was structural
I dont know what to tell you. I have endless user complaints at i5 16GB RAM, and none at i5 32GB RAM. Not to mention that I run 32 myself and its mostly fine. I can open menus.
I’ve got two machines for work - a desktop with an i9 and a laptop with an i7 and 32GB. The laptop is honestly a disgrace - I can’t believe it is sold as it is and marketed as a premium device. It’s “fine” for some light development but it fundamentally just doesn’t work - it misses inputs, it can’t handle chrome, regularly refuses to wake from sleep, etc. it does have an EPM solution on it which definitely makes it worse, but my 17 year old MacBook which can’t even load modern websites because safari is so out of date runs better than it.
I’m a game developer - this sums up my feelings perfectly.
A lot of this middleware isn’t necessarily even game middleware - think of a turn based game that might use a custom DB instead of mongo or SQL. You’re effectively banning any non game specific middleware from being used or requiring that every company provide a separate licensing path for game developers.
Why is this only targeted at games and not mobile apps, app subscriptions or websites.
This pretty much removes the ability to use _any_ commercial software without a custom license which is just insanity. No using any AWS services in case the pull the rug on you.
You might argue “but you can X and you can Y”, and that’s true, but again why is this only a problem for games?
The short answer is someone cared enough about the specific example in gaming to actually go through all the work to demand change.
The longer answer is that games are one of the only pieces of software your average consumer actually buys these days, and they have a few particularly egregious examples that make it much easier to argue in front of a bunch of politicians without a firm grasp on the digital world, like "Game is completely client side except it checks with a server every 5 minutes to make sure you have a valid license, so when the company goes belly up you're left with a brick"
SKG is basically "right-to-repair" but for games. I do contend that if your phone breaks and the company says "we won't fix it and you aren't allowed to" then the government isn't doing its job. On the same token, if a game that you purchased turns off their servers and says "we won't run it and you aren't allowed to" then the government isn't doing its job.
Now, how I would be able to run it is a very open question and I do agree there are some ways that are more reasonable asks than others. But the present-day status quo of "company says suck eggs and you just have to deal with it" is not an acceptable final state.
I live in the UK. By default your ISP will block "mature" content and you have to contact them to opt out. iOS, Android, Playstation, Xbox, Switch all have parental controls that are enforced at an account level.
A child with an iPhone, Xbox, and a Windows Laptop won't be able to install discord unless the parent explicitly lets them, or opts out of all the parental controls those platforms have to offer.
The tech is here already, this is not about keeping children safe.
Parts of discord are not safe at all for 13 year olds and currently there isn't a mechanism as far as I am aware to restrict a 13 year old from accessing them.
The solution to that is obviously some sort of Parental features, where a parent can create accounts for their kids with restricted access and/or monitoring capabilities. The solution isn't to require an ID from everyone just to "protect the kids"...
No, it's about corporate and government control. Thankfully, the UK government is clueless about tech, which means these controls can be bypassed relatively easily by using your own DNS or a public DNS server like Quad9.
The corporations in this case are fighting against this. This is about your government and its desire to squash opinions they don't like. They are already going so far as to jail people for posting opinions they don't like. This has absolutely nothing to do with children, children are just the excuse.
If you're going to be pedantic, you have to be correct.
> In Europe, ISPs and CDNs just block websites willy-nilly at the request of La Liga, for instance
There's so much wrong with this sentence. It's not Europe, it's Spain. La liga aren't just dropping emails to ISPs, they're gaining court orders (now, whether these court orders are warranted, or delivered correctly [0] or not is another question).
I'm in Scotland. Looking outside and seeing blue skies does not mean it's safe to leave without a rain jacket, or a thermal layer. Seeing fog in the morning doesn't mean you don't need shorts for the afternoon. It being 0 outside today doesn't mean it won't be 10 degrees tomorrow. Knowing it's going to rain between 10 and 2 is good motivation to take the dog out before 10. Knowing it's going to rain on Sunday but be clear on Saturday is a good reason to book outdoor activites (golf) on Saturday instead.
Yes, but it's the kind of information you need once a day on average and you are good to go.
Instead you find it placed on your smartphone homescreen, on the smartwatch, on the home dashboard, on a notification you receive every morning, on your car screen, on your computer, ... I don't need to see it constantly.
Personally I believe it is something that it is easy to integrate and that users don't perceive as useless, but 99% of the time doesn't add any value
I aim for the Boy Scout rule - always leave things better than you found it. It’s always a balance and you have to not lose the forest for the trees. Always ask what is the end goal, and am I still moving forward on that.
As an anecdote - we had no sick leave policy at a previous job. It was just tell us when you’re sick and you won’t be in. One guy joins and starts calling in on Mondays, or Fridays of bank holiday weekends. He eventually got caught saying he had been on a trip on one of those weekends and was called up on it. He told everyone it was bulshit because he was being singled out and targeted unfairly. Then we got a sick leave policy that applied to everyone.
Unsurprisingly, this guy was also the reason we needed permission to WFH, had formal expense limits when travelling, and core working hours during the day. He ruined it for 30 other people because he took advantage of every flex we had.
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