You in no way countered the point that I made. The US was started on religious values. It certainly wasn't a scientifically oriented government..."In God We Trust".

Very doubtful. The teachers unions are typically pretty strong.

$100/hr for SW dev is chicken fee. Someone who makes $100k/yr., or roughly $48/hr. is typically billed to a customer at around $150/hr. Realize that there a a lot of things that go into that figure, right down to the cost of keeping the lights on. If you're not paying those expenses as a contractor, you might not be able to negotiate a fee at that same figure.

No, they can't get away with it. It takes one person to report them, and they'll be screwed.

Yeah, that happens a lot. Please share the last occurrence with us.

The Dept of Labor has info on what qualifies.

http://www.dol.gov/elaws/esa/f...

We don't need wi-fi, remote unlocking or push-button start or any of that other unnecessary nonsense.

There's nothing wrong with these features. The problem is when you can reach the brake system from the bluetooth in the radio. There is no reason why these systems could not be separated, even air gapped.

I've been a hiring manager for more than a few years, and never heard such a thing. Got something to base this on?

I'm not sure what it is that makes you think it's difficult. My wife did exactly that several years ago.

I'm in agreement with the parent here. Typically when we see a resume with someone job hopping as ShangaiBill suggests, they won't even get an interview here. I'm not going to hire someone, and invest my time with them, if I think they're likely to leave soon afterward. I realize that people need to do what's best for them. But, as a manager, I take care of my people, and it's a two way street in regards to commitment. If you've shown that you're one of those who's going to take that investment to a direct competitor, I'm not going to waste my time with you.

No, and they don't offer training for grammar nazis either. Jackass.

We often pay people for training, but that comes with a commitment to stay with the company for a period or reimburse the costs. It may still be more lucrative for the employee to leave, but for us, we often attempt to determine if the employee's value has increased based upon that degree/certification. It's not difficult to deal with.

Are they offering a competitive wage for those jobs? One that's appropriate for the high cost of living there? We still see dozens of applicants for every opening, and we have openings across the country.

I believe that the purpose of that threshold is to prevent employers from claiming anyone below it is salaried. Overtime pay for non-salaried employees is a legal requirement in the U.S. And, yes some unions have negotiated higher multiples, but 1.5 is the minimum for hourly.

http://www.dol.gov/whd/regs/co...

Please check the bls.gov website. Your figures don't match reality.