91–100 of 201 posts
How to lose a longtime cloudflare user in 9 minutes or less. Pulling all my worker setups, I'll find something else.
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Is the main reason they are motivated to blame performance so that they can avoid paying out disability (edit: unemployment) insurance?
>disability insurance I think you meant unemployment insurance?
Here's a related question: will this video ultimately help or hinder her career? I've always feared that other companies will look at this sort of thing, regardless of who is "in the right", and want to distance themselves from a potential rabble rouser who might bring some future emergent attention to them as well.
Even if 1000 companies says she's wrong, it just takes 1 to agree for her to continue her career. Pretty good odds given the millions of views I'd speculate she has a job next week.
(And several people on Twitter were saying, "I want to marry her." Indeed, that's what Jeff Bezos was looking for long ago. He said he wanted a woman who could bribe someone to get him out of a third-world prison. Well, he had that. Then he threw it away, in my completely uninformed opinion.)
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In her own words, and seems like its the way the company works, she had a 3 month ramp - which I presume is along the lines of training, mentoring, pairing, learning the ropes by example etc - and then let lose to get stuck in, which as she says has been only one month that overlaped a holiday period. It sure seems like Cloudflare are just culling staff to me, or her manager has no managerial abilities and doesn't kn…
The problem with judging any of this is the same as knowing your history lessons and sources. All we've really got to go on is Brittney Peaches account and Matthew Princes account and neither are going to be reliable sources. We'll never know if what Brittney Peach said is reliable and we'll never know if what Matthew Prince says is true.
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>I'm honestly curious how CloudFlare will handle reference checks for these people, given they are calling these performance based dismissals. Will they say they are "not eligible for rehire" (the HR way of saying they were terminated for cause)? If so, I hope they get sued, as that can tank a person's entire career trajectory. 1. If you were fired for "performance" reasons, why would you want to use that as a refere…
I just got a new job, and they called every single company I had worked for to ask them if I worked there, what my position was, and whether I was eligible for rehire. I didn’t get a choice about whether to include each previous employer or not: my choice was between “do the background check” or “thanks for your application, we have decided to move forward with a different candidate.” The only other thing I could hav…
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> Brittney P. should be worried about her future job prospects. This video is now viral. I would think twice about hiring her. This video reminds me of the cop who was suspended for continually posting TikTok videos of herself dancing while in uniform even after being warned multiple times to stop[0]. Her reaction was to keep doing it. Regardless of who is right in this situation (neither side in my mind) this "blew…
It's actually the opposite imo. With polarizing events like some people will indeed dislike her greatly and judge her for it but others who agree with her position will rally behind her and go out of their way to hire her. As long as there are people in her camp, she has likely received an outcry of support and multiple interview requests with likely some leadership opportunities.
It's not going to help her much if everyone rallying behind her are /r/antiwork type people.
Saw a variation of this during the recent bout of tech layoffs. Shortly before end of year eval time, a senior executive sent out emails questioning whether it was even possible for new hires to have made sufficient impact and suggesting they should consequently be given a poor rating as the default. It's amazing that leaders at these companies which, for years, acted as though they had all the answers and were more…
>I'm honestly curious how CloudFlare will handle reference checks for these people, given they are calling these performance based dismissals. Will they say they are "not eligible for rehire" (the HR way of saying they were terminated for cause)? If so, I hope they get sued, as that can tank a person's entire career trajectory. 1. If you were fired for "performance" reasons, why would you want to use that as a refere…
He used us as a reference and I’ve never received a call from another job asking about his employment.
I’ve watched his LinkedIn, he has had 3 to my knowledge.
The truth is I think lying on resumes is more effective than it should be.
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>disability insurance I think you meant unemployment insurance?
If so, how would they achieve that. In Canada afaik you only pay EI while one’s employed. How would they have saved money with this?
>Again, you are responsible for paying FUTA and SUTA tax for your employees. And when former employees file for unemployment benefits, you are (indirectly) the one footing the bill.
>Benefit payments are charged to your employer tax account, which results in increased state tax rates. The more unemployment claims the state approves, the more you contribute for unemployment taxes.
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>disability insurance I think you meant unemployment insurance?
If so, how would they achieve that. In Canada afaik you only pay EI while one’s employed. How would they have saved money with this?
Startups without a long history end up in the worst category be default, iirc.
Saw a variation of this during the recent bout of tech layoffs. Shortly before end of year eval time, a senior executive sent out emails questioning whether it was even possible for new hires to have made sufficient impact and suggesting they should consequently be given a poor rating as the default. It's amazing that leaders at these companies which, for years, acted as though they had all the answers and were more…
> as that can tank a person's entire career trajectory Plus the act of career suicide by publishing company meeting recordings on social media.
As well after Covid things are different like people don't and don't want to work as hard as they use to. We value our own time more then our employers time. A very small dataset where I experienced this is going to fast or casual food restaurants 15 to 30 minutes before they close. Some will cuss you out in a nice way for you making them do their job close to closing hours.