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.
I gain no energy from interacting with others, ever. I may find certain group activities fun, but definitely do not gain energy from it. The only time I seek out others for an activity is when the solo or AI (ex: in a game) alternative just doesn't work as well.
> Or consider an introvert who has been isolated from her closest friends for a month due to an illness. That person may test as an extrovert at the end of the month.
As an introvert who lives alone and took an extended break from work around the time the COVID lock-down started, I can tell you for certain that I would not have tested as an extrovert at any point.
I've been using vim user for about 10 years and a colemak user for probably 9 years. At first I remapped the hjkl keys to maintain the muscle memory for movement, but ended up going down the rabbit hole of remaps. Eventually I gave up and reverted to the default keybindings. At first it was weird, but after a month or so I got used to it.
I would definitely advise against remapping vim bindings. The first is because if you ever has to use vim on a non-colemak machine, figuring out the keys will be very painful. Secondly because vim has influenced a lot of other programs (man, less, gvim, etc) and most of them are much harder to rebind if they even support it at all.
Because the player's computer needs to know where the enemy is in order to render them on the screen, create footstep sounds, calculate shadows, etc. As long as the player has ultimate (root, admin, etc) access on that computer, it will always be possible for a program running with elevated privileges to read that enemy position data from the game's memory and make the required mouse movements to point at it and left-click.
The only way to prevent this is to remove elevated access from the player's computer. This has been done with varying levels of success on consoles, but even then it's only a matter of time.
I think you've touched on two separate issues. The first is with human interactions with the businesses (firefighters finding the building), the second is dealing with official paperwork and interactions (filing for the license, etc).
The former has various solutions depending on the situation (ex: numbered street addresses, logos, internationalized names, etc).
The later, and one the article is dealing with, is mostly solved by the fact that all business licenses (at least in BC) have a unique "business number" assigned by the city in which you acquire your license. Other than the initial data entry of the name and it being displayed reasonably on forms, any need to identify the business during an interaction can fall back to the business number if the representative does not know how to pronounce, spell or type the name. In fact, I suspect most government employees just type the business number in anyway because it's fast, easy and doesn't involve trying to spell whatever post-modern spelling they used to get an available domain name.
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).