Solar and wind work in low % of overall generation. It doesn't work at high % of total generation. Same with net metering at home installs.

There is way to much gibberish in the clean energy advocacy world. And people can't reintroduce reality without being charged as a heretic.

It's explicitly not a treaty. But glad to see that having no idea what you're talking about isn't preventing you from speaking authoritatively

The left hates uber because it enacts a lot of it agenda via the W2 relationship. The uber model is the urban flight of employment.

The growth of D.C. is a symptom of the disease of big and growing federal government and growing centralization of power. This is growing lobbying, growing kickbacks, growing corruption, growing waste. D.C. should be near the bottom of the list in private sector wages, GDP, property values, etc.

US is choosing to leave in 2020. It does not need to follow any rules in the accord.

Tech unemployment in 17Q1 in the US is 2.5%. That's a national rate, so it is skewed by SV, Austin, NYC, etc., but it's a pretty good market for employees and a pretty tough market for recruiting employers.

But you are taking my "leave and find another job" humorously literally. I agree it would be more prudent to get another job first.

There's a problem in your employment relationship, and it is likely really holding your career back. If it's the company, you should leave and find an employer who is less dysfunctional.

If it's not the company, then it's your own attitude.

Companies certainly are never perfect, but in general they operate in their interest, which in general is keeping their strong people happy. I worry about my strong people leaving all the time -- as I'm falling asleep at night, on weekends, etc.

There's also a group of people that is just good enough that they're still here, but I don't worry at all about them leaving. I guess that also could be a potential explanation for what you're experiencing.

You don't want a company treating you as the adversary, and no company wants employees who treat the company as the adversary. Take be macho emotion bullshit out and determine what outcome you want. Do what is most likely to get you that outcome. Creating a finger-on-the-button scenario and betting on who will blink first will have an unpredictable outcome and is completely, 100% unnecessary.

This is terrible advice. You can achieve the same outcome by raising the issue with your boss and making clear that only being able to use x% of your time off, which you consider part of your compensation, bothers you greatly. If he/she needs you more than you need them, you will see a change to keep you happy. If you need them more, taking parent's dumb advice will get you terminated for cause.

Unlimited time off benefits the company, not the employee. That prospective employees crave it just shows how little they understand about running a company or their own careers.

Meanwhile, millennials love "unlimited time off" vacation policies. Use it or lose it policies are a major reason employees use what little time off they do use. Companies love UTO because you use less time off and we don't have to carry the liability or deal with complicated accrual accounting. Or pay out any PTO balance when you quit. Great work, millennials.

The newly unemployed gig workers thank you for your help.

And liberals, educated or not, tend to deny that the % of variation due to man is unknown. So which of the three groups is anti-science, again?

Driving is a catastrophic risk. Eating and not eating are catastrophic risks. Breathing air the composition of which is untested is a catastrophic risk.

Your implied claim that solar is cheaper than coal requires evidence. https://en.m.wikipedia.org/wik...

Not to mention solar generates for ~4.5 hours per day and comparing it to baseline power is silly in itself.

But my point is about the headcount metric being a poor proxy.