Correction: "what the Ex-manager was responsible for".

Ex-manager fired but retained as contractor. Has control over management work still. Doesn't renew another employee's contract. Employee gets fired because the contract is over. Issue is with the company not checking on what the Ex-manager was fired for. Seriously, leaving critical work in the hands of an fired employee was the issue. The computer was doing what a Person in the same role would do, just faster.

Someone created a device which *has* to engage in active surveillance to force a device which may or may not be engaged in surveillance off it's currently connected network.

I wonder if the device can be configured to kick itself off the network? Someone could bring a 2nd one in, plug it up, and let it actively scan for the 1st device then keep kicking it off.

http://www.latimes.com/books/j...

Apparently, he sent a letter which caused some people to be concerned.

From what I've read on the StarDem website (can't find the source for their info), the Wicomico County State's Attorney brought up the issues. From the LATimes article, people were aware of the books before all this.

IMHO, I think there's something else going on here which caused a lot of people to become really concerned. I don't get the feeling it was an overreaction but involves something that they can't share for various legal reasons.

My suggestion, wait and see what is happening.

I think everyone freaking out about an "Author" being taken away needs to take a step back, remove the "books" from the picture, and see if their reactions are justifiable because every article I found about the issue is going nuts about censorship but very few seems to be approaching it objectively.

Mandate that all foreign workers have to be paid the exact same salary that a domestic worker would be paid to do the same job for the same knowledge/experience level. Watch the requests for foreign workers disappear and lawsuits appear because the govt is stepping on the rights of slave hol...er... tech companies to hire workers.

Dammit!

If they collapse the probability wave function and it results a universe collapse, I'll be seriously depressed.. Practically crushed about it..

Nothing in the article has to be done by a living person. He could just send a corpse and still meet the goal of getting a person there, land, and return the body.

Google is only using metadata and not actual server data for their analysis to determine threats to server stability, right?

I would prefer a Tax by Mileage. The more road you use, the more you pay to support it. The less road you use, the less you have to pay to support it. Then, provide tax credits against federal or state income taxes so as to not kill off long distance travel.

Yes.. because enforcing the law should result in a net payoff for the people tasked with enforcement.

"We knew trouble was brewing when the RAV4 EV failed to set the world on fire"

I heard that some of the Tesla cars have set the world on fire...

We started out having the test sent before interviews and it worked for about 3 months. Then we told HR to start sending an updated test and they continued to send the old tests.

We ended up asking HR to filter out some of the least eligible people while we go for most eligible but we had to be explicit to the team receiving resumes to make they they didn't discard people who didn't get a degree but have the necessary experience (since I'm in that bucket along with 1/2 the team).

Ultimately, after we receive the resumes, we then tell HR to send the "Attached" document to the applicants which avoids triggering the "Oh, they just want the test sent and i already have a copy I can send out".

And, we do put existing people back through the tests. It helps us work out what training we need to provide or get feedback on revising the questions.

Working for you must be interesting.

The test we wrote specifically apply to the skill-sets we need:

• - SQL Aggregates based on various join types and date ranges. In some cases, asking for rolling totals or even giving questions which cannot be answered accurately. For the later case, we are looking to see either what type of "best effort" they make or what questions they ask to find out more about what we are trying to do vs what we are asking to have done.
• - Diagnosing a block of code based on a specific "Error Message" to look for it's actual cause and evaluate other areas which may cause bugs. I like to add 1-2 non-obvious issues.
• - Identify differences between types of the technologies we use (specifically listing the technologies and the limited scope for the review).
• - Provide a problem domain, identify available toolsets and environments, then ask for 1-2 generic solutions along with possible risks. We keep this generic to reduce the risk they will come up with dumb solutions thinking we want steal their ideas.

We rarely use them as "Pass"/"Fail" questions but grade each question on a 1-10 scale of the answers provided then find the people with the better score. Comparing that to the interview itself helps us decide who we want to interview again with management. We have overridden our scoring system on occasion because someone impressed us on a question but didn't get the highest score. Their answer was sufficient to allow us to make a judgement call. Worked out rather nicely based on the skills they brought that we didn't make a test to measure.

We also change the questions based on how our work changes so that we don't try to test against something we were doing 3+ years ago but aiming for skills we need now or will need in a few months.

and this article brought to you by the same people that stated Stephen Hawking would never have survived his illness if he lived in the UK and had to deal with their medical system.
https://www.google.com/search?...

We have a group that monitors the NSA. The NSA lied to them.