I would recommend only issuing a single MFA device. If you only issue 1, then the employee is forced to come to IT if/when they lose it to get a new one issued. IT will need to use their admin access to activate the new fob (and deactivate the old one), but at least you're assured that employees aren't losing them without telling anyone.
If you issue 2 you greatly increase the chances of MFA devices going missing without it being reported to IT since people will either A) use one of them and forget they even have the other and not keep track of it or B) lose one and just start using the other one and never bothering to report it to IT so they can invalidate the missing one.
Employees are VERY reluctant to report lost devices, even after being told there are no consequences or costs to them as long as they report it. I've seen employees get buddies to buzz them into the building for weeks before finally admitting to IT that they lost their access badge.
The main complication is if your company relies on outside software that doesn't have provisions for administrator oversight. For example, if you're using Google Apps, any admin can go in and replace a missing MFA device for an employee, but this isn't possible if you're using some other platforms (especially the free tiers).
I think you're greatly overestimating the influence IT departments have over purchasing decisions at large companies. Not only does management rarely consider their input, it's common for IT departments to simply be told "oh, by the way we just bought X, get it running."
Do NOT use Google Authenticator unless every account you use it for has an alternate MFA option (backup codes, etc) that you've confirmed work. It does not sync to your Google account and there is no way to back it up (even manually). The moment your phone gets stolen, breaks or dropped in a river, you will learn a very quick lesson about MFA backups/alternates.
Actually, I think you'd see wages reflect peoples' willingness to do a job. So for example, you'd probably see higher wages for a job cleaning up human feces than for a job driving a delivery truck. You'd also continue to see the current wage increase for jobs involving high risk (danger pay) or extended journeys such as ship captain, astronaut, long-haul trucking.
> The amusing part of it is that small children are the most amenable to moving, it's not until they're a bit older and getting into school that moving becomes a real problem for them.
Children are expensive. If you can't currently afford to buy a house and decide to have a child, the chances of you gaining enough wealth to afford one in the 4 to 6 years before your child reaches school age is practically nonexistent.
This means having a child while renting basically pushes your home ownership plans back by probably about a decade.
In the "USB-A/B" section, they're all labelled "Type-A", the 3rd and 4th should be labelled "Type B".
It's also missing
- mini-b 4 wire (older phones, etc)
- micro-b 4 wire (most electronics prior to type c)
- micro-b 8 wire (mostly seen only found on external 2.5" HDDs)
There were also a bunch of other connectors (mini-a, mini-a/b, etc) but they are very rare.
Keep in mind that credits usually only list people that worked directly on the noticeable parts of a movie (actors, producers, graphics, audio, editing, cameras, marketing, hair/makeup, etc) but not those who work in the background to allow those people to do their work (IT, food services, electricians, janitors, truck drivers, crane operators, finance, hr, lawyers, etc).
This was mostly true until about 5 years ago. Over the past few years, housing prices have gone up substantially all the way through Abbotsford and started affecting Chilliwack.
People don't consider it a reason not to go on an interview because 95-99% of job postings don't include it because they know nobody else does and they can get away with it and applicants don't have a choice. If a reasonable number of postings included a salary range, omitting one would tank an ad's response rates and you'd see the trend change very quickly.
Of course the final salary is the last thing negotiated, I don't think anyone is going to argue against that point.
What job seekers are begging for is a salary range being included with the job posting. Not doing so just wastes everyone's time when the company low-balls after the 3rd interview and the interviewee walks out the door.
If you want a junior worker for a junior's salary, that's fine, there are plenty of juniors looking to get their foot in the door, but include a junior's salary range so you don't waste everyone's time interviewing someone who's never going to accept your junior offer.
If you want a senior for a junior's salary and think you'll get one by leaving the salary range blank, go pound sand.
Salary is the single most important thing to know about a position. If a job doesn't pay enough to cover my mortgage, I couldn't care less about the commute, the inclusive culture or how great their lunchroom is or even whether I'm qualified. It's a non-starter before I even read the description.
Having to write a cover letter, customize a resume and sit through multiple interviews just to find out if I can literally afford to work for you is not acceptable and the only reason companies get away with it is because all the other companies do it. This trend needs to die and it needs to die a decade ago.
If you issue 2 you greatly increase the chances of MFA devices going missing without it being reported to IT since people will either A) use one of them and forget they even have the other and not keep track of it or B) lose one and just start using the other one and never bothering to report it to IT so they can invalidate the missing one.
Employees are VERY reluctant to report lost devices, even after being told there are no consequences or costs to them as long as they report it. I've seen employees get buddies to buzz them into the building for weeks before finally admitting to IT that they lost their access badge.
The main complication is if your company relies on outside software that doesn't have provisions for administrator oversight. For example, if you're using Google Apps, any admin can go in and replace a missing MFA device for an employee, but this isn't possible if you're using some other platforms (especially the free tiers).