You are so far off base, that you're making an ass out of yourself. First of all, I'm in no way religious. The only times I've been to a church in my adult life are for weddings and funerals. Politically, I'm only fiscally on the right, but not when it comes to social issues. So, not what I've corrected your ASSumptions, when it comes to rewriting history, WTF are you talking about?
Now you're stretching. I look over every resume for the requisitions I post. And certainly we get a share that are unqualified, but plenty who are. And, I'm typically looking for engineers with specific skills and certs.
What you fail to realize is that it's all about finding the right company/boss to work for. And yes, if you don't like your boss, you should move on. But, if you've jumped through a half dozen jobs, in as many years, it's likely you that have issues, and not the boss/company. 0-3% raises are not the norm (though there have been a couple years where sub 3% was the average with us). If that's what you've been getting, it's likely you that have issues.
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".
$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.
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.
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.
I live in San Jose, California, and nearly every company here has vacancies they can't fill.
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.
If you work one month into 2015, stop work, and then reenter the work force at the end of 2016, you still have all of the years on your resume covered, and could take a break as long as nearly two years. It's very unlikely anyone would question it, or check it.
My roof was just replaced a few weeks ago due to hail damage. The initial inspection involved my contractor, and State Farm inspector climbing up there for roughly 30 mins. While a drone might be great for the photos, it's not going to be able to touch things, or hold a discussion, which can be necessary in cases like mine. One of several examples...I have a couple hundred square feet of copper on the front of my home, and that had been oxidized. The inspector initially told us they were paying for a new "metal" roof. We told her it was copper, and had to prove it to her by going back up and scraping a small portion.
This depends upon if you're planning to purchase continued support or not. Purchasing the source code can raise your costs dramatically...I know of a specific instance where it would have cost the govt. over $100M for proprietary code.
In the 90s, they used to do much more *NIX. But, everyone wanted cheaper COTS products to lower their initial costs. This came at the expense of long term support and security, and left them in the hands of a single vendor...MS.
Slashdot Mirror
Don't be naive.
http://www.washingtonpost.com/...
You are so far off base, that you're making an ass out of yourself. First of all, I'm in no way religious. The only times I've been to a church in my adult life are for weddings and funerals. Politically, I'm only fiscally on the right, but not when it comes to social issues. So, not what I've corrected your ASSumptions, when it comes to rewriting history, WTF are you talking about?
Now you're stretching. I look over every resume for the requisitions I post. And certainly we get a share that are unqualified, but plenty who are. And, I'm typically looking for engineers with specific skills and certs.
What you fail to realize is that it's all about finding the right company/boss to work for. And yes, if you don't like your boss, you should move on. But, if you've jumped through a half dozen jobs, in as many years, it's likely you that have issues, and not the boss/company. 0-3% raises are not the norm (though there have been a couple years where sub 3% was the average with us). If that's what you've been getting, it's likely you that have issues.
Yeah, not so much. You're welcome to keep that tinfoil hat on, and keep buying gold though.
http://www.usnews.com/opinion/...
http://azizonomics.com/2013/06...
http://www.bloombergview.com/a...
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".
All the American teachers could say no but the principal could fire them with no reason at all.
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...
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.
I live in San Jose, California, and nearly every company here has vacancies they can't fill.
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.
If you work one month into 2015, stop work, and then reenter the work force at the end of 2016, you still have all of the years on your resume covered, and could take a break as long as nearly two years. It's very unlikely anyone would question it, or check it.
My roof was just replaced a few weeks ago due to hail damage. The initial inspection involved my contractor, and State Farm inspector climbing up there for roughly 30 mins. While a drone might be great for the photos, it's not going to be able to touch things, or hold a discussion, which can be necessary in cases like mine. One of several examples...I have a couple hundred square feet of copper on the front of my home, and that had been oxidized. The inspector initially told us they were paying for a new "metal" roof. We told her it was copper, and had to prove it to her by going back up and scraping a small portion.
The FCC ban was created in 1958. The town didn't ban this.
https://en.wikipedia.org/wiki/...
Best rant of the day! +5 Funny
This depends upon if you're planning to purchase continued support or not. Purchasing the source code can raise your costs dramatically...I know of a specific instance where it would have cost the govt. over $100M for proprietary code.
In the 90s, they used to do much more *NIX. But, everyone wanted cheaper COTS products to lower their initial costs. This came at the expense of long term support and security, and left them in the hands of a single vendor...MS.