Anything you post here is a forum post. I posted those because you're completely unable to state your case other than that I can't possibly know anything because it's something something Europe, implying that anyone who has any experience with "Europe" would know better. I would think those are posted by people who have experience with something something Europe. So those serve as complete refutation of the only thing you're clinging to. And these aren't cherry-picked - I couldn't find anyone with "Europe" experience elsewhere saying that a lawsuit is a likely consequence of not giving notice.

Then state your expertise? Or demonstrate it by explaining like an expert? How is it that a dumb person who knows nothing about the subject, is able to explain why and how a lawsuit is unlikely in this case, while a smarter person with expertise in the matter, is completely unable to write anything on the topic that could explain why and how a lawsuit is likely?

What should I read? I'm the only person who explained the why's and how's of anything. I have yet to read any explanation as to why a lawsuit is a probable response to an employee failing to give notice. Why would any employer do this? The whole jurisdiction issue is a massive red herring - nothing about the US law prevents employers from taking legal actions against employees who violate minor clauses in employment agreements and no one has explained why European courts would be much more employer-friendly. The reason why you don't get sued here has to do with the asymmetric incentives corporations and their decision-makers face and I don't see how they are significantly different in any other first-world nation. I can see some fly-by-night operation threatening to sue everyone for everything - and this is true in any jurisdiction! - but reputable businesses have a lot to lose in a court case.

If you have a point, maybe try stating it? Like what is exactly your point here and why are you unable to state it? Why are you talking about everything but the actual point under discussion?

Hope you and gaming_mouse are doing okay down there.

cb,

My point is that you don't know what you're talking about and are completely incorrect because you know anything about the subject. I have little to no desire to engage someone with no ability to sustain a discussion due to a lack of knowledge about the subject. Between what Wolfram and I wrote, I think the people of Programming are safe from any more candybar moments.

You have again repeated that absurd strawman that I disproved previously.

I also almost spit my drink out when I read this bit: "Then state your expertise? Or demonstrate it by explaining like an expert? How is it that a dumb person who knows nothing about the subject, is able to explain why and how a lawsuit is unlikely in this case, while a smarter person with expertise in the matter, is completely unable to write anything on the topic that could explain why and how a lawsuit is likely?"

The answer to this is completely obvious to anyone with any passing familiarity with European employment. In fact under the scenarios described (in some jurisdictions) it would be near 100%. But hey! You keep on posting like you got a clue!

If it was so obvious, maybe you should be able to explain why and how? Or at least cite statistics? And also explain why during that other discussion between people who are presumably familiar with European employment, no one brought up a lawsuit as a potential consequence, let alone a likely one?

This is even better:

https://www.toytowngermany.com/forum...ment-contract/

So pretty much like what I said.

Edit: also this

https://www.toytowngermany.com/forum...ment-contract/

Edit: emphasis mine

You got thrempd bro

No.

It's pretty relaxed and focused on work-life-balance. If I need to take time off for doctors appointments or anything family related (kid is sick, meeting with teacher etc) I can take time off and they just trust me that it's legit. There's none of that paid time off nonsense. We get 24 vacation days/year min. and being sick is not counted against that.

If I need to quit early for other reasons I can make it up later and they trust me to be honest about that. We stick to 40 hours/week pretty exclusively except the occasional 1-2 week crunch which is always voluntary and either paid or you get time-for-time later.

candybar=thremp?

Hahahahahahahahah no.

lolwut

cb,

Have you really not bothered to find any quoted legal guidance? I found several white papers put out by law firms trying to solicit business when I was hiring employees. Perhaps actually finding a verifiable source other than someone like yourself would be prudent.

Regardless none of what you put forth really means anything nor does it make any sense.

I'll give you a hint tho. When someone steals $20 from your wallet, you can't break into their house and steal it back! Even if they totally admit to stealing it from you!

Wolfram,

Don't be insulting.

Legal guidance for *employers* would not be useful here unless they encouraged the use of lawsuits to resolve situations like what we're talking about, which seems implausible. Unlike employees, reputable employers are correct to worry about lawsuits and/or other consequences if they terminated employment without notice, since they have much more to lose, are much more likely to be specifically targeted and are at risk of running afoul of labor laws, violations of which can have much more severe consequences than mere tort claims. Either way, if you have a source that supports your case, it should be trivial to prove your point. In practice, of course, legal guidance for employers on this matter consists almost entirely of what they need to do to avoid legal trouble, which is not useful here, not of what kinds of offensive legal strategies are routine.

Also, I think this is the part where you're most confused about - for the most part, this isn't a question about the law. There's absolutely no reason why a similar contract cannot be agreed to in the US and these types of contracts would tend to be more enforceable in the US than in Europe due to lack of protection for employees. Regardless of what the lawyers think, it's a terrible idea for non-legal risks alone. For some reason if it becomes well-known, talented people will avoid you - it would look completely ridiculous for a company to sue a former employee for something that didn't involve serious material damage. It would show that the company is in the business of retaliating out of spite. Outside of some mickey mouse operations run by shady, vindictive characters with no mainstream business skills, this should not even come up as a possibility, let alone used as a routine strategy.

Think of it this way - you just got rid of an employee who didn't even have the courtesy to give you a proper notice and transition his responsibilities, whether legally required or not. For him to fulfill the contract means you have to pay him his salary and give him access to your systems for another few weeks. He's not required to do anything - what are you going to do, fire him? In that case, why would you want him to fulfill the contract? And here's the kicker - if you don't want him to fulfill the contract, how is it damaging for him not to? He's already doing exactly what you'd want him to do.

You may also be overestimating your skills at making analogies.

Here's another one:

https://www.toytowngermany.com/forum...ent-contracts/

No. I understand it really well. You're the one who keeps quoting a message board instead of legal guidance and then relies on your extremely ****ty powers of induction. You build these bizarre fantasy worlds extrapolating from a single faulty premise (your rent comments were identical). Honestly, the way you come about forming solutions with a weakly held prior is bizarre. It is almost as if the concept of a Bayesian prior is totally lost on you and that you live in a binary world where you know something or don't. But that would be too perfect of a form of autism to explain this. What you're doing is something unique and fantastic. Amazing performance art.

You also seem to be extremely obtuse if you can't understand that analogy in the context of my prior comments. I guess this is why I'll never have to suffer the indignity of your salary level/employment.

Very interesting. So let's say that you're completely right about all this and I want to improve from my current state of being bad at induction, having autism and being prone to building bizarre fantasy worlds and not being able to understand obvious analogies to something more like your current state of being, I don't know, right about everything. What do you suggest that I do? Also how much money do you make and since a lesser being such as I probably can't ever reach your level, what can I do to at least come close?

Mikhel you are the only troll here. You haven't provided a single constructive argument.

Reread my prior posts and stop trolling. I think it was pretty clear. Maybe not. I made about tree fifty last month. Although I think we covered this when you were looking for a job before.

Best of luck.

Really? I'm making a simple argument that extrapolating US law to give advice to someone about a country that you don't know anything about is silly and harmful. I think that is very constructive. Why would you want to take contract/employment advice based on someone who doesn't even know that at will employment is illegal?

I guess you could say that what I'm doing is just tearing down a poorly crafted argument and it would be the inverse. I'd be okay with that.

Venting: Sometimes I think poker sites are intentionally messing with hand history parsers.

For some reason they thought it would be a good idea to switch the character between numbers and currency (e.g. in 10_€) from a regular space to ASCII 160, "non breaking space". Obviously, there is no visual difference between the two in most text editors. It's always great fun to figure out why a seemingly unchanged format no longer works with your parser.

It's not just 888 either, Party has a history of randomly adding double/triple spaces in the weirdest places for no apparent reason.

Crazy, though I suppose it does make sense to use a non-breaking space there.

To get back to the earlier point, do you now see what I'm saying? Btw, there are all sorts of situations in the US you'd essentially have to give back economic consideration for leaving your job too early or at the wrong time:

1. Signing bonus (clawback)
2. Annual bonus
3. Unvested equity of any kind
4. Vested options (due to exercise window)
5. Any other consideration based on agreement between parties

Most of which are substantially more burdensome than giving a 4-week notice, which many people do freely without any consideration in return. There's no fundamental difference here from the perspective of the employee - you're free to leave and since employees leaving is a possibility that employers have to guard against, they have to have a system that rewards high-performers enough for them to want to stay. Transaction costs are very high in the job market, which means it doesn't quite behave like econ 101 types imagine but it's a market nonetheless and actors cannot ignore market pricing mechanisms in the long run.

It was an honest question.

Not in the slightest, no.

What the **** has any of this got to do with me? Stop trying to make me your windmill to tilt at.

Who's pumped for YARN??

We just pushed out my changes which moved a collection of data from mongo to mysql. (OK actually for the time being, it is both - when the mongo model is saved, an event is triggered that updated mysql. This will let us transition code one piece at a time)

It went really great. The thing I posted about the other day (i.e. the creation of the data) chugs along at an average of 50ms per call (each call writes or updates anywhere from 1 to about 5000 rows). This is pretty good I think!

Then I remember 2 jobs ago, where I was talking with a guy about a project he was working on - a currency trading algorithm. We had a deal with a bank where they would give us 1ms to decide whether to fill an order.

A whole millisecond, we thought! How ludicrous, such a huge amount of time! Funny how "fast" changes with what you're doing.

Apologies if this is the wrong place to post this but I'm not too familiar with this subforum yet. If it would be better to post this as its own thread, I'd be happy to do so.

Here's my situation: I'm a complete programming newb but I've been enjoying taking MIT 6.00.1x (intro to comp sci using python) and am considering a career transition. I've been thinking about what kinds of steps I would need to take to secure a job in programming within the next 6 months, although there's no great rush.

Some basic facts about me: I'm in my low thirties, single, have a B.A. w/ a near perfect GPA and tough courseload from a solid ugrad but took very little comp sci.-related coursework, graduated from an elite law school where I also did pretty well, practiced law for 3.5 years at a law firm, then played poker professionally for the last 3 years after finding myself miserable as a lawyer. I had some work experience prior to law school, too, but nothing in any way related to tech.

Should I pursue an unpaid internship? Coding boot camp? I live in the Midwest in an okay but not great programming market but I'm open to moving/uprooting my life and am particularly interested in moving to LA. I've been wondering if it might be worth it to move to LA and then start up a coding boot camp there. I'm sitting on enough savings I can afford to both move and enroll in any boot camp without financial strain.

Doable but hard in 6 months. Pick something, learn everything you can, and make a portfolio.