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Comment: Re:Then this kid is way ahead already... (Score 4, Insightful) 591

by David_W (#48960671) Attached to: Texas Boy Suspended For "Threatening" Classmate With the One Ring

You know, I wondered if there could be more to this story, like the concern was not the actual threat so much at the intent behind it. (Like, it wasn't any concerns over the "magic" angle, but that the threat was rooted in an actual desire to cause harm. Then I read this in your comment:

...the disciplinary actions this year were in-school suspensions for... bringing his favorite book to school... depicting a pregnant woman in an illustration...

Yup, that tells me everything right there. They are nuts. Remind me never to go anywhere near this school system, ever.

Comment: Re:My experience with Fios was largely negative (Score 1) 201

by David_W (#48894959) Attached to: Verizon About To End Construction of Its Fiber Network
You are half right. The "normal" channel-based content comes in on its own wavelength, yes. However "on-demand" and other interactive content comes in on IP (using MoCA provided by the router), and as I understand it that IP channel comes from the same bandwidth pool as whatever your Ethernet and wireless connections are using too.

Comment: Re:Salaried positions only make sense in a few cas (Score 1) 545

by David_W (#48539959) Attached to: Should IT Professionals Be Exempt From Overtime Regulations?

Another option for those few rare cases would be to allow yearly averaging and only require paying overtime if the average for the year is over 40. That would make for a nice christmas bonus.

Interesting concept, however I'd tweak it in two ways: 1. You would probably want to do it on a rolling year basis (i.e., annually on your hire date) to smooth out the cash outflow a bit, and 2. Make it mandatory to do when someone leaves as a YTD calcluation. I've seen enough places that want to cheat you out of a bonus because you left/were laid off a couple weeks before the payout day, even though the work you did to earn that bonus was already done over the last weeks/months/year.

Comment: Re:backup for 911 (Score 1) 115

by David_W (#48204285) Attached to: Software Glitch Caused 911 Outage For 11 Million People
Or failing that, do what we used to do before 911 was implemented in our town: Call the operator, tell them who you want (police, fire, ambulance) and that it is an emergency. Not quite as effective since it lacks the central control 911 has, but it generally works. (And in some areas the operator may have the back-end number for 911 and can transfer you to that, which could also work.)

Comment: Re:Training Budget (Score 1) 182

by David_W (#47976985) Attached to: Ask Slashdot: Who Should Pay Costs To Attend Conferences?

either pay part of the cost or take PTO to attend if it isn't after-hours

Ugh. You know, I understand the desire of an employer to try to "protect their investment" as it were, even though I generally hate it, as it seems like they try way, way too hard. The employment relationship is already lopsided enough as it is. It is almost to the point that it feels like they don't really want to pay for it, they just want to pretend they do to look good.

That said, one thing I cannot stand is the idea of trying to force someone to do training on their own time (or take PTO). For classes (conferences are a bit different, but can be similar), they are typically scheduled right smack dab in standard working hours. Its obvious they were set up with the expectation that employers are footing the bill (for both the class and the time).

Companies give precious little PTO as it is already (I think it should be around twice as much as what is typical these days, or at least go back to separate sick and vacation time and raise those banks a bit higher), and many aren't willing to negotiate on it if you want more in lieu of higher salary. Plus they tend to act like taking unpaid time is a cardinal sin or something they really should consider firing you for, not just a situation of you'd like/need a little more time off than their standard policy allows for. So yeah, some sort of cost sharing/prorated reimbursement? Not a fan, but at least I get it... charging PTO? Oh hell no...

Nothing is finished until the paperwork is done.