The "funny" thing is how nobody goes to jail for breaking the law.

There comes a point where the money just isn't a motivating factor anymore, and companies are struggling to figure out how to work in that environment. This bit from the author hits the nail on the head:

>Is an extra $10k per year worth learning a new org, a new skillset, a new set of expectations, a new set of coworkers, and a new boss?

For many engineers, the answer is: “No.”

Yes I could quit and get a ~20k raise by shopping my resume around, but I don't need the money. I have enough for a down payment on a house, I meet my expenses for the month with 1/2 of one paycheck, I can buy a new car on a credit card if I wanted to. More money would be _nice_, and I imagine I'd be singing a slightly different song if I had kids, but it's much less important than knowing the work that I do has meaning and an immediate impact on the world, and about as important as working with new/interesting technology. I imagine there are a lot of early career (26-30 year old) software engineers who are in a similar boat. If money was a motivator I'd be serially founding companies and striving to be The Next Big Thing. I'm just not. I'm happy being hire number 13, or 99, and working with people I like doing work I find value in.

Edited for spelling

E.g., (1) it took us 7 months to hire a (US citizen) post doc. (2) we lost a faculty candidate because HR took so long to generate an offer letter that the person applied for and started another job between when they got a verbal offer and when they got a written offer letter.

HR is completely non responsive and on the off chance you get in contact with them you get one of three answers:

- you're dumb because you didn't know about this other form/rule/policy

- you actually need to talk to X (typically the person who sent me to them)

- the policy from last time changed, or are claimed to have changed

Honestly, you are going to see a LOT of this due to COVID.

COVID hasn't been good to anyone but faculty are in a particularly difficult situation. Increasingly, they are made to feel responsible for their students' mental health and well being alongside increasing expectations around teaching, inevitably increasing expectations around research, ever more administrative nonsense, and ever more interference and being messed about with. Add in just he absolute sheer NOISE of doing anything - including trying to publish and it's just overwhelming.

Honestly, if I leave academia - it will be HR that finally does it. I work at a university where the sheer incompetence of HR has effectively wrenched complete control away from anyone else.

Yeah, that one. He went for a salsa dancing festival in Georgia, and it totally didn't go as planned.

This 3-2-1 backup strategy is missing a dimension: time. Data is rarely unchanging. The 3-2-1 strategy is inadequate for changing data, because if you delete the wrong database table and didn't realize it, the 3-2-1 backups are going to be missing the table too.

You need to add the time dimension and have a monthly snapshot for data that is older than a year, weekly snapshot for data within last 1 year, and daily snapshot for the last 90 days.