I'm on Indeed, ZipRecrueter, LinkedIn and Glassdoor. I have been since I was fired in November 2023 (the company lied about why I was fired and the one who did it ended up fired later but....still fired) I have over a 100 applications out. If I'm not being told I'm over qualified then it's I'm under qualified.
Lately I've noticed that the job description will say something like.... Entry level position, no experience needed, $16 an hour with benefits, full time.....I apply.... get an interview and..... "Well were looking for someone who already knows this type of work", or "we actual start off at $12 an hour but after a few years you could make $16 an hour", or my favorite "benefits are for full time employees at 40hrs, this job is actual for 35hrs a week so its consideredpart time." This has happened to me several times now. 😡😡
I've also been getting sent to 3rd parties after applying to a job. Apparently these 3rd parties are job hunters and want you to make an account with them. The "job" is actually bait or something. 🤨🤨
Yesterday I did a Zoom meeting. But the company I thought was an insurance company sounds like a pyramid scheme that sells insurance. Not the first time I've had this happen. 🤔 🤔
It's been 6mo. I am out of unemployment benefits, I can't find anything around here and I'm completely broke. I have no way to get my medication. No way to pay my bills. I'm trying to care for my parents (yes I've applied to be a caregiver, where I live it takes monthS.) I've applied everywhere. I'm so depressed, I'm such a failure . And every time I think maybe this is it, I'm finally gonna get a job the crap that I mentioned happens. It's like some joke. I don't know what to do anymore.

In this post I'll give an update on one of the leading civil spoofing cases. I believe what is happening in the NWBO spoofing case is directly relevant to GME - spoofing a stock to support a naked short position. A successful outcome for NWBO will set out the roadmap for GME to follow.
The Case: Northwest Biotherapeutics, Inc v. Canaccord Genuity LLC, 1:22-cv-10185, (S.D.N.Y.)
Market Makers: Canaccord Genuity LLC, Citadel Securities LLC, G1 Execution Services LLC, GTS Securities LLC, Instinet LLC, Lime Trading Corp., and Virtu Americas LLC
TIMELINE
December 2019: The fraud section of the DoJ "...has concluded spoofing and market manipulation are widespread, so general deterrence requires harsher sanction." [3]
December 5, 2017 - August 1, 2022: Defendant Market Makers engaged in 2,849 episodes of spoofing NWBO stock with the intent to lower the share price. [4] NWBO sold over 274 million shares at manipulated prices during this time period. Id.
December 1, 2022: NWBO filed a lawsuit against seven market makers accusing them of repeated "spoofing", an illegal practice to manipulate the share price of a stock. [5]
Citadel Securities labelled the case a "malicious lawsuit [that] blatantly misrepresents how the market functions in an attempt to shake down the world's leading liquidity providers." [6]
February 16, 2022: The Wall Street Journal publishes an article entitled "Justice Department Targets 'Spoofing' and 'Scalping' in Short Seller Investigation." [7] Forbes claims that "The U.S. Department of Justice is targeting dozens of prominent short-selling investment and research firms in a sweeping federal investigation that has gone on since last year, according to several reports, with prosecutors probing potentially illegal trading tactics." [8]
March 24, 2023: Reuters reports that "Short-selling, the practice of seeking to profit off bets that a stock will fall, is a key focus for U.S. prosecutors, and there will be more activity by the Justice Department in coming months, a top department official said on Wednesday." [9]
July 12, 2023: Defendant Market-Makers in NWBO's case claimed that the alleged spoofing was "...bedrock market-making activity..." that is "..**.**routine, regulated market making activity in virtually every stock in every trading venue across the country..." [10] (emphasis added)
February 14, 2024: Judge Woods adopted in full the findings of Magistrate Judge Stein in the NWBO Case. The Court stated, in relevant part:
"The FAC [First Amended Complaint] contains particularized factual allegations evincing all the indicia of spoofing." [11] (emphasis added)
March 1, 2024: The Financial Times publish an article about NWBO's Case entitled "'Spoofing' case might draw back curtain on high-speed trading firms". [12] The article opens with "File under: huge if true." Id. The article closes with "...if Citadel Securities and its ilk are to beat this case and prevent a string of copycat suits, they will probably have to give the rest of us more of a peek behind the curtain." Id.
THE FUTURE
I believe the NWBO case is likely to move into discovery. Similar to the Harrington spoofing case [13], I believe the clients of the Market Makers that engaged in spoofing will be unmasked and they will receive document/deposition subpoenas. These Market Makers and their clients could be facing the prospect of a civil and criminal case. and even the prospect of covering a substantial and possibly illegal naked short position.
NWBO's lawsuit claims that spoofing is being done to benefit a naked short selling scheme:
"And like here, the plaintiff alleged that defendants sought to benefit from their spoofing by obtaining shares at below-market prices in order to cover short positions established through a related alleged scheme of naked short selling." [14]
These allegations of a naked short selling scheme are being brought forth via NWBO's lead attorney, Laura Posner. Some relevant background on Ms. Posner:
"Prior to joining the firm, Laura was appointed by the New Jersey Attorney General to serve as the Bureau Chief for the New Jersey Bureau of Securities – the top securities regulator in New Jersey. In that capacity, she was responsible for administrating and enforcing the New Jersey Uniform Securities Law and regulations thereunder, as well as managing and overseeing the employees who staff the Bureau of Securities. Cases prosecuted under Laura’s direction as Bureau Chief resulted in hundreds of millions of dollars in recoveries for New Jersey residents and more than 20 criminal convictions." [15]
Are Market Makers and/or their clients using social media to suppress share price and support a potential naked short position?
There is a years long negative NWBO social media campaign on nearly every social media platform. One such platform, InvestorsHub, has nearly 25,000 message boards. [16] Of these 25,000 message boards the most read and posted on message board is NWBO, an obscure cancer vaccine company on the US OTC. A large percentage of the posts on NWBO's InvestorsHub forums are from admitted non-investors in the company that claim to be looking out for shareholders. These white knights protecting the retail have been at forums like InvestorsHub posting negative NWBO narratives for years on end. Maybe these are truly people taking time out of their day to look out for retail's best interest, or maybe they are part of the naked short selling scheme referenced in the NWBO case. I'm hopeful that both the civil and a potential criminal case get to the bottom of the question of whether there is a large unreported and potentially illegal naked short position in NWBO.
The more data we see via the NWBO spoofing lawsuit, the more questionable social media behavior we see, the more I believe we might have a significant naked short position in NWBO. It doesn't make sense to see such a comprehensive social media campaign and extreme amounts of spoofing for a measly 4.48% short interest (per Fintel) in a small obscure US OTC company.
GME
I believe the NWBO case follows the same pattern as what we've seen with GME - a large naked short position supported by illegal market manipulation via spoofing and a social media campaign. It will be interesting to see how the NWBO case turns out as I believe it will be directly relevant to GME. The NWBO spoofing case could set out the exact roadmap for GME to follow.
[1]https://cohenmilstein.com/case-study/northwest-biotherapeutics-inc-securities-litigation/… [2]https://nwbio.com/northwest-biotherapeutics-announces-marketing-authorization-applications-submitted-uk-mhra-dcvax-l-glioblastoma/… [3]https://mvalaw.com/investigations-and-regulatory-advice/latest-doj-spoofing-settlement… [4]https://cohenmilstein.com/wp-content/uploads/2022/12/2nd-Amended-Complaint-NWBO-03182024.pdf… [5]https://cohenmilstein.com/biotech-company-says-citadel-other-big-traders-manipulated-its-stock-price-wall-street/… [6]https://ft.com/content/4fe0f032-07e5-41d7-ac85-cceb252129a3… [7]https://wsj.com/articles/justice-department-is-pursuing-wide-ranging-investigation-of-short-sellers-sources-say-11645019122… [8]https://forbes.com/sites/sergeiklebnikov/2022/02/16/doj-investigates-short-sellers-for-potential-trading-abuses-including-spoofing-and-scalping/?sh=463ad05378fc… [9]https://reuters.com/markets/us/us-action-short-sellers-likely-next-few-months-doj-official-2023-05-24/… [10]https://storage.courtlistener.com/recap/gov.uscourts.nysd.590344/gov.uscourts.nysd.590344.115.0_1.pdf… [11]https://storage.courtlistener.com/recap/gov.uscourts.nysd.590344/gov.uscourts.nysd.590344.137.0.pdf… [12]https://ft.com/content/4fe0f032-07e5-41d7-ac85-cceb252129a3… [13]https://courtlistener.com/docket/46947528/harrington-global-opportunity-fund-limited-v-cibc-world-markets-corp/ [14]https://storage.courtlistener.com/recap/gov.uscourts.nysd.590344/gov.uscourts.nysd.590344.123.0.pdf…… [15]https://cohenmilstein.com/bio/laura-h-posne [16]https://investorshub.advfn.com/boards/hubstocks.aspx

Danna stopped recording and lowered the phone.
"Daniel Levi, we practiced this!"
"Sorry, Mom. I'm just kinda tired and..."
"Well if you would GET THIS RIGHT, you could go and have a rest!"
Shaking her head, she deleted the clip and raised the phone again, thumb tapping the screen to restart recording.
"Again," she said, watching the boys scramble to get back to their starting positions.
Daniel had been very obstinate and whiny lately, feigning pain and tiredness to try and get out of working. No matter how she explained to him that the videos were how the family made money, no matter how long she made Derick paddle him—and her oh-so-strong husband kept trying to puss out on that—the child's will would not be tamed.
Finally, after another take, they got the shots she wanted for the day's big video. All that was left now was to edit this was to edit this with the footage of herself from earlier, play with the filters and everything, and post.
Children were a test. They were, of course, sent by the Lord to refine the spirit, to challenge dreams and delay goals so as to make the parents into stronger vessels.
But Danna Orson was certain that her second son went beyond the usual testing intended by God.
Daniel had been needier at birth than the others, and had a stronger will as he grew than the others. Danna simply did not know how to break the boy. She almost wished her mother were around. Peggy Lynn Sooks knew how to bring anyone in line: children, pets, employees. Maybe, if the Lord compelled them to turn around and pass back through Iowa at some point, Danna could prevail on Derick to allow a stop-off to visit Peggy Lynn. All the boys would benefit from some of their grandma's order and discipline.
Derick would benefit from being reminded too that while the man might be the headship, the woman ruled the roost.
Making her way back to the RV, Danna plopped down in her favourite chair and started editing. Occasionally she considered turning this mundanity over to one of the older children, after some training of course, but she knew none of them would truly understand how things worked.
Men were all muscle and no mind. Women were little enough mind as it was, but men had none at all, particularly not for things that were important—things that mattered.
Derick stepped out of the RV and moved behind her chair, resting a hand on her shoulder.
"Hi, sugar," he said.
"I'm all sweaty," she responded, "so don't touch me with your cold hands."
She felt her husband pull away.
"Sorry."
Men had to be discreetly kept in line. They had to know that a wife was available to them physically, but you never could let them sense any deeper emotional bond. That led to problems later. Danna knew it well enough by now.
She had been gentler with Derick when they met, and ever-sweet, and emotionally available because, as a dumb college girl, she thought men cared about emotional investment too.
All it had earned her was a husband she had to cajole and weedle to get sex when she was ready for another baby. Even then, they did not always conceive easily, and she blamed herself on some level. She had no physical impediment, of course, but she had been tender toward what she perceived as Derick's emotional needs when they met.
Treating men as emotional creatures and responding to their feigned feelings in kind—and their feelings were feigned, as part of how the Lord helped them win a woman—was emasculating. It could even make them faggots. Danna was pretty sure, as little as he seemed to want sex, that Derick would immediately go the faggot route if she did not keep close tabs on him.
She could see hints of it in the way he walked so carefully aboard the RV, letting the kids run all around him and never pushing past to assert himself as the dominant male. It was visible in how he treated the kids too, hugging on them when they were whining because of some little cut or bruise, helping them up if they tripped or fell or anything in proximity to him.
She would just have to keep working on it.
5 Table of Contents

Three years after the COVID-19 pandemic, it's clear that work can sometimes be done without an office. Many people work from home or have chosen the hybrid methods of work. But along with this change comes a new issue: more people are taking on extra work outside their primary job.
What is Employee Moonlighting?
Moonlighting refers to having a second job or doing a side job along with a full-time job. However, it can benefit employees; it can pose challenges for employers.
This blog post will examine moonlighting, why people do it, and how it affects businesses. We will discuss its positives and negatives and advise companies on managing it using remote employee monitoring tools. The aim is to help businesses better understand moonlighting and effectively address it in their workplaces.
Reasons for Increasing Employee Moonlighting
Moonlighting, or having a side job, is becoming more common for a few critical reasons. These reasons are the main things pushing this trend and include:

• Needing More Money

Many people want extra cash to cover their bills as life gets pricier. Moonlighting helps them earn more and feel financially safer.

• Using Talents

Moonlighting often means doing something you're good at or love that you don't do in your primary job. People might have hobbies or skills they want to explore outside of work.

• Remote Working

Working from home makes having side gigs alongside your main job easier. Fitting other jobs around your main schedule is simpler when you can work from anywhere.

• Following Passions

Many people have creative or business dreams they want to pursue outside of their regular jobs. Moonlighting lets them explore these passions without risking their primary income.

• Flexibility

Side gigs often offer more flexibility in schedule and workload than regular jobs. This flexibility appeals to people who like having control over their time.

• Multiple Income Sources

Several income sources can make you feel more secure in an uncertain economy. Moonlighting lets you earn from different places, not just one.

• Paying Off Debt

With more and more people dealing with student loans and other debts, having a side gig can help pay off loans faster and get out of debt sooner.

• Career Growth

Some people use side jobs to learn new things or meet new people who can help them advance in their careers. Whether freelancing or taking on part-time work in a different field, moonlighting can be a smart career move.

• Testing Business Ideas

For people who dream of starting their own business, having a side job allows them to test their ideas and see if they will grow without quitting their job. It's a way to measure interest and attract customers while still earning from their regular jobs.
While employee moonlighting offers various benefits, it also challenges employers, including potential conflicts of interest, productivity concerns, and compliance issues. However, remote employee management software can effectively manage these challenges.
Effective Strategies for Managing Moonlighting
Dealing with moonlighting in remote or hybrid work setups can take time and effort. Remote work tracking software like Talygen ensures employees remain focused and engaged in their primary roles. Here are some ways companies can handle it:

• Set Clear Rules

Make sure everyone knows the rules about moonlighting. Policies should say when it's okay and when it's not. For example, moonlighting might be allowed if it doesn't interfere with someone's main job.

• Talk Openly

Encourage people to talk to their bosses about their side jobs and help employers and leaders sort out any problems early on.

• Keep an Eye Out

Regular check-ins can help managers identify employees struggling to manage their jobs.

• Be Flexible

Offer flexible schedules so people can balance their time better.

• Learn and Grow

Encourage people to grow within their primary job, making them less likely to seek other work.

• Teach Everyone

Help everyone understand the rules and why they matter, which can stop problems before they start.

• Use Tech Tools

Tools that track what people are doing can help spot any issues early on.

• Offer Support

Give people support if they are finding it hard to manage their jobs. It could be counseling or flexible hours.

• Be a Role Model

Show that it's okay to have a life outside of work, setting an excellent example for everyone.

• Stay Ethical

Ensure everyone knows what's okay and what's not regarding side jobs, and keep things fair and honest for everyone.
Conclusion
Moonlighting is a growing trend in the workplace today, presenting both opportunities and challenges for companies. Integrating remote work tracking software with live webcam screenshots is crucial to address this phenomenon. This technology offers invaluable benefits, such as boosting productivity. However, organizations must adopt these tools to be better positioned to manage moonlighting effectively and foster a productive and harmonious work environment.

Hello all.
I've been at my current company for over 5 years now. I started off doing part time and then became full time because I wanted vacation and benefits but I regret it so much.
I've taken so much emotional abuse from my supervisors. I have been belittled, gaslighted, bullied, and criticized about every little thing I do, among other things It's been taking a huge toll on my mental health that I'm considering therapy. I'm a good employee. I never complain about anything and always do what they ask yet they continue to treat me horribly. Often times I feel targeted. My job would be tolerable without my supervisors.
I can't quit right now but I've definitely been looking for jobs, but I really can't take how toxic the environment is so I'm debating if I should go to HR. The thing is I know HR is good friends with my supervisors and I'm afraid my job will be in jeopardy if I do. I'm not the only employee that feels this way about my supervisors.
Should I even try going to HR? Any tips will be appreciated. Thank you in advance.

Currently applying for a more senior role in a private equity backed IT firm. I like the role more than my current Customer Success role although role is still under Customer success umbrella.
Current company: dinausaur- old,very old;public;global in reach;triple to quadruple size of the prospective new company.high pay, great OTE good benefits. i didnt get any salary adjustment this year because 1)group retention number is not high enough 2)new manager says im already on the highest peak of my salary grade.
New manager is too early to assess, ex colleague who got promoted.previous manager is almost 20 years in company, she was the one who hired most of the team members, she left suddenly.the ex boss, her boss and the VP lead of the entire Customer success org, 3 levels up basically left in the past 18 months.all these VPs have worked more than 15 years in the company.
All new leaders from execs all less than 2 years in role- CRO, Ops Vp and CS leader, seem good, but has repeated history of trimming the fat of any org they take over, internally or where they used to work.Earnings show company is negative p&l for 4 or 5 quarters now, high opex mainly due to high cogs which is mainly sales salaries because we are technically like SAAS.growth is less than 4pc annually. CS team is fully remote but many other employees outside CS are being called back to office.Company seems bleeding, current ratios are getting red.stock chart is a descending ladder since going public after being private, which it was forced to do after mega restructurinh. Originally public in the 00s then went private then public now, layoffs are part of the culture.there are Hundreds of long term employees with decades of tenure.they have also started outsourcing their key service overseas.Upcoming department change, CS teams are getting assigned less accounts, one group will be converted from dedicated enterprise to pooled/low touch CSM approach by Q3. Also rolling out a new automated client success software. Company is putting out fires and new peoducts continiously, has an established and solid brand but has attracted lots of legal battles that claimed it is fraudulent.I cant shrug the feeling our CS team will get laid off given more than half are assigned to low revenue or non performing account segments after a new GTM was designed but not yet launched. There are many others doing my job, im not a leader, and career progression is a question mark, possibly lateral but not leadership unless a major overhaul happens.when a VP position opened, they claimed hundreds applied, and more than a dozen were internal.they hired external and promoted 2 to supervisory roles but doing so added reporting layer to 20 other individual contributors who prebiously reported to a vp and now just reporting to a director.
Prospective company: old brands plus new IT niche products, private equity backed, kinda dropped hints that salary is a bit lower than my current range though the advertised wage is within my target. Given the hints they might get to match or even up the nasic salary but may not even come close to my current ote.as per linkedin people are mostly recent hires 3 years or less, company is undergoing rebranding and trying to get second or third wind, fully remote.their brands are old so they are fighting to be more modern, competitive and relevant, something I had multiple experience with from my previous companies which digitized, cloud migrated and converted evergreen to subscription based offerings. prospective companu is backed up by private equity,so have no sales or revenue figures to review. i have no idea what happens if they suddenly get dropped or sold.
with all the lay offs going im worried that if I am new in any org i get more proned to get laid off, but i really love the role described, and i have this gut feel i will enjoy the challenge whereas my current role in my present job is day by day diminishing our client success value,by no longer doing dedicated CS engagements as we move to low touch.
No one seems safe from possible lay offs, what would you do if you were in my shoes?

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2. Ownership of the pre-existing underlying intellectual property of the entrant remains the property of the entrant subject to Sponsor’s rights to reprint, display, reproduce, perform, use, and exhibit the entry for the purpose of administering and promoting the Sweepstakes and for Sponsor’s marketing and advertising purposes. By participating in the Sweepstakes, each entrant grants to Sponsor a non-exclusive, worldwide, fully paid, royalty-free, perpetual, transferable license, with the right to sublicense, to reprint, display, reproduce, perform, use, and exhibit (including the right to make derivative works of) the entry and materials and information submitted on and in connection with the Sweepstakes or use or receipt of the prize for any and all purposes in any medium. If an entrant is selected as a winner, instead of the license granted above, each entrant grants to Sponsor an exclusive, worldwide, fully paid, royalty-free, perpetual, transferable license, with the right to sublicense, to reprint, display, reproduce, perform, use, and exhibit (including the right to make derivative works of) the entry and materials and information submitted on and in connection with the Sweepstakes or use or receipt of the prize for any and all purposes in any medium. Each participating entrant hereby warrants that any entry and other materials and information provided by entrant are original with entrant and do not violate or infringe upon the copyrights, trademarks, rights of privacy, publicity, moral rights or other intellectual property or other rights of any person or entity, and do not violate any applicable laws, rules or regulations. If the entry or information or materials provided by entrant contain any material or elements that are not owned by entrant and/or which are subject to the rights of third parties, entrant represents he or she has obtained, prior to submission of the entry and information or materials, any and all releases and consents necessary to permit use and exploitation of the entry, relevant information and materials by Sponsor in the manner set forth in these Official Rules without additional compensation.

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1. Except to the extent prohibited by law, entrants waive the benefit of any “moral rights” or “droit moral” or similar rights in any country to any content that they upload, submit or otherwise provide to Sponsor associated with the Sweepstakes (“Entrant Content”). In addition, when an entrant creates, appears in, uploads, or posts Entrant Content, that entrant grants Sponsor a non-exclusive, transferable, worldwide, royalty-free, unrestricted, perpetual, irrevocable, license, with the right to sublicense, to such entrant’s name, likeness, and voice, including in connection with commercial or sponsored content. This means, among other things, that such entrant will not be entitled to any compensation from Sponsor, its affiliates, or its business partners if such entrant’s name, likeness, or voice is conveyed through the game or any related services, or on one of Sponsor’s business partner’s platforms.
2. Disputes

In the event of a dispute as to any participant, the authorized account holder of the email address associated with the entry will be deemed to be the participant. The “authorized account holder” is the natural person assigned an email address by an Internet access provider, online service provider or other organization responsible for assigning email addresses for the domain associated with the submitted address. Each potential winner may be required to show proof of being the authorized account holder. ZAM will make final determination of identity of participants and timing of entries in its sole discretion.

1. Additional Conditions

ZAM reserves the right, in its sole discretion, to terminate, modify or suspend the Sweepstakes in whole or in part, if in ZAM’s opinion (a) the Sweepstakes is not capable of running as planned by reason of the occurrence of any event beyond its control including, but not limited to, fire, flood, epidemic, pandemic, earthquake, explosion, labor dispute or strike, act of God or public enemy, communications, equipment failure, utility or service interruptions, riot or civil disturbance, terrorist threat or activity, war (declared or undeclared), interference with the Sweepstakes by any party, or any federal, state, local or provincial government law, order, or regulation, order of any court or jurisdiction, or other cause not reasonably within ZAM’s control, or (b) any other factors beyond ZAM’s reasonable control corrupt or affect the administration, security, fairness, integrity, or proper conduct of the Sweepstakes, in all instances without liability to the participants. ZAM also reserves the right to disqualify any participant or winner, as determined by ZAM, in its sole discretion.

1. List of Winner(s)

Individuals may request the name of the winners by emailing Sponsor at entries@zam.com with the subject line: “Mech Mania Showcase Winners List”, within 90 days from the end of the Sweepstakes.

1. Personal Information

ZAM may collect personal data about participants online, in accordance with its privacy policy and as may be more specifically set forth in these Official Rules and the Privacy Policy.

1. Disclaimers and Limitations on Liability. ZAM MAKES NO REPRESENTATIONS OR WARRANTIES OF ANY KIND, EXPRESS OR IMPLIED, REGARDING ANY PRIZE OR YOUR PARTICIPATION IN THE SWEEPSTAKES. BY ENTERING THE SWEEPSTAKES OR RECEIPT OF ANY PRIZE, EACH ENTRANT AGREES TO RELEASE AND HOLD HARMLESS THE SWEEPSTAKES ENTITIES, ANY THIRD-PARTY SOCIAL MEDIA CHANNELS UTILIZED FOR THE SWEEPSTAKES, AND THEIR SUBSIDIARIES, AFFILIATES, SUPPLIERS, DISTRIBUTORS, ADVERTISING/SWEEPSTAKES AGENCIES, AND PRIZE SUPPLIERS, AND EACH OF THEIR RESPECTIVE PARENT COMPANIES AND EACH SUCH COMPANY’S OFFICERS, DIRECTORS, EMPLOYEES AND AGENTS (COLLECTIVELY, THE “RELEASED PARTIES”) FROM AND AGAINST ANY CLAIM OR CAUSE OF ACTION, INCLUDING, BUT NOT LIMITED TO, PERSONAL INJURY, DEATH, OR DAMAGE TO OR LOSS OF PROPERTY, ARISING OUT OF PARTICIPATION IN THE SWEEPSTAKES OR RECEIPT OR USE OR MISUSE OF ANY PRIZE. THE RELEASED PARTIES ARE NOT RESPONSIBLE FOR: (1) ANY INCORRECT OR INACCURATE INFORMATION, WHETHER CAUSED BY ENTRANTS, PRINTING ERRORS OR BY ANY OF THE EQUIPMENT OR PROGRAMMING ASSOCIATED WITH OR UTILIZED IN THE SWEEPSTAKES; (2) TECHNICAL FAILURES OF ANY KIND, INCLUDING, BUT NOT LIMITED TO MALFUNCTIONS, INTERRUPTIONS, OR DISCONNECTIONS IN PHONE LINES OR NETWORK HARDWARE OR SOFTWARE; (3) UNAUTHORIZED HUMAN INTERVENTION IN ANY PART OF THE ENTRY PROCESS OR THE SWEEPSTAKES; (4) TECHNICAL OR HUMAN ERROR WHICH MAY OCCUR IN THE ADMINISTRATION OF THE SWEEPSTAKES OR THE PROCESSING OF ENTRIES; OR (5) ANY INJURY OR DAMAGE TO PERSONS OR PROPERTY WHICH MAY BE CAUSED, DIRECTLY OR INDIRECTLY, IN WHOLE OR IN PART, FROM ENTRANT’S PARTICIPATION IN THE SWEEPSTAKES OR RECEIPT OR USE OR MISUSE OF ANY PRIZE. If for any reason an entrant's entry is confirmed to have been erroneously deleted, lost, or otherwise destroyed or corrupted, entrant’s sole remedy is another entry in the Sweepstakes, provided that if it is not possible to award another entry due to discontinuance of the Sweepstakes, or any part of it, for any reason, Sponsor, at its discretion, may elect to hold a random drawing from among all eligible entries received up to the date of discontinuance for any or all of the prizes offered herein. No more than the stated number of prizes will be awarded. In event that production, technical, programming or any other reasons cause more than stated number of prizes as set forth in these Official Rules to be available and/or claimed, Sponsor reserves the right to award only the stated number of prizes by a choosing from all legitimate, unawarded, eligible prize claims. In the event Sponsor is prevented from continuing with the Sweepstakes as contemplated herein by any event beyond its control, including but not limited to fire, flood, earthquake, explosion, labor dispute or strike, act of God or public enemy, or any federal, state or local government law, order, or regulation, or other cause not reasonably within Sponsor’s control (each a "Force Majeure" event or occurrence), then subject to any governmental approval which may be required, Sponsor shall have the right to modify, suspend, or terminate the Sweepstakes. The invalidity or unenforceability of any provision of these rules shall not affect the validity or enforceability of any other provision.
2. Indemnification

You agree to release, indemnify, defend and hold ZAM and its parent, affiliates, subsidiaries, directors, officers, employees, sponsors and agents, including advertising and promotion agencies, and assigns, and any other organizations related to the Sweepstakes, harmless, from any and all claims, injuries, damages, expenses or losses to person or property and/or liabilities of any nature that in any way arise from participation in the Sweepstakes or acceptance or use of a prize or parts thereof, including, without limitation, (a) any condition caused by events beyond ZAM’s control that may cause the Sweepstakes to be disrupted or corrupted; (b) the prize, or acceptance, possession, or use of the prize, or from participation in the Sweepstakes; and (c) any printing or typographical errors in any materials associated with the Sweepstakes.

1. Publicity

Except where prohibited, by participating in the Sweepstakes, you consent to the use of your name, photograph, likeness, voice, opinions, information, biographical information, entry and statements attributed to you (if true), hometown and jurisdiction of residence for advertising, publicity and promotional purposes, including without limitation, inclusion in ZAM’s newsletters, social media accounts and affiliated websites and the applicable Sweepstakes webpage, without further compensation.

1. Governing Law

These Official Rules, and any action related thereto, will be governed by the Federal Arbitration Act, federal arbitration law and the laws of the State of California without regard to conflict of laws provisions. Except as otherwise expressly set forth in Section 15 “Dispute Resolution and Arbitration” the exclusive jurisdiction for all Disputes (defined below) that you and ZAM are not required to arbitrate will be the state and federal courts located in Los Angeles County, California and you and ZAM each waive any objection to jurisdiction and venue in such courts.

1. Dispute Resolution and Arbitration
   
2. Mandatory Arbitration of Disputes. We each agree that any dispute, claim or controversy arising out of or relating to these Official Rules or the breach, termination, enforcement, interpretation or validity thereof or participation in the Sweepstakes (collectively, “Disputes”) will be resolved solely by binding, individual arbitration and not in a class, representative or consolidated action or proceeding. You and ZAM agree that the U.S. Federal Arbitration Act governs the interpretation and enforcement of these Official Rules, and that you and ZAM are each waiving the right to a trial by jury or to participate in a class action. This arbitration provision shall survive termination of these Official Rules.
   
3. Exceptions. As limited exceptions to Section 15(a) above: (i) we both may seek to resolve a Dispute in small claims court if it qualifies; and (ii) we each retain the right to seek injunctive or other equitable relief from a court to prevent (or enjoin) the infringement or misappropriation of our intellectual property rights.
   
4. Conducting Arbitration and Arbitration Rules. The arbitration will be conducted by the American Arbitration Association (“AAA”) under its Consumer Arbitration Rules (the “AAA Rules”) then in effect, except as modified by these Official Rules. The AAA Rules are available at www.adr.org or by calling 1-800-778-7879. A party who wishes to start arbitration must submit a written Demand for Arbitration to AAA and give notice to the other party as specified in the AAA Rules. The AAA provides a form Demand for Arbitration at www.adr.org. Any arbitration hearings will take place in the county (or parish) where you live, unless we both agree to a different location. The parties agree that the arbitrator shall have exclusive authority to decide all issues relating to the interpretation, applicability, enforceability and scope of this arbitration agreement.
   
5. Arbitration Costs. Payment of all filing, administration and arbitrator fees will be governed by the AAA Rules, and we won’t seek to recover the administration and arbitrator fees we are responsible for paying, unless the arbitrator finds your Dispute frivolous. If we prevail in arbitration we’ll pay all of our attorneys’ fees and costs and won’t seek to recover them from you. If you prevail in arbitration you will be entitled to an award of attorneys’ fees and expenses to the extent provided under applicable law.
   
6. Injunctive and Declaratory Relief. Except as provided in 13(b) above, the arbitrator shall determine all issues of liability on the merits of any claim asserted by either party and may award declaratory or injunctive relief only in favor of the individual party seeking relief and only to the extent necessary to provide relief warranted by that party’s individual claim. To the extent that you or we prevail on a claim and seek public injunctive relief (that is, injunctive relief that has the primary purpose and effect of prohibiting unlawful acts that threaten future injury to the public), the entitlement to and extent of such relief must be litigated in a civil court of competent jurisdiction and not in arbitration. The parties agree that litigation of any issues of public injunctive relief shall be stayed pending the outcome of the merits of any individual claims in arbitration.
   
7. Class Action Waiver. YOU AND ZAM AGREE THAT EACH MAY BRING CLAIMS AGAINST THE OTHER ONLY IN YOUR OR ITS INDIVIDUAL CAPACITY, AND NOT AS A PLAINTIFF OR CLASS MEMBER IN ANY PURPORTED CLASS OR REPRESENTATIVE PROCEEDING. Further, if the parties’ Dispute is resolved through arbitration, the arbitrator may not consolidate another person’s claims with your claims, and may not otherwise preside over any form of a representative or class proceeding. If this specific provision is found to be unenforceable, then the entirety of this Dispute Resolution and Arbitration section shall be null and void.
   
8. Severability. With the exception of any of the provisions in Section 15(f) (“Class Action Waiver”), if an arbitrator or court of competent jurisdiction decides that any part of these Official Rules is invalid or unenforceable, the other parts of these Official Rules will still apply.
   
9. Languages. These Official Rules may be made in multiple language versions. In the event of a dispute as to the terms of different language versions, the English version shall prevail.
   
10. Country Specific Notices.
    
11. If any provision of these Official Rules is invalid under the law, rules, or regulations of a particular country, it will only apply to the extent permitted.
    
12. No Affiliation with Social Media Channels.
    
13. This Sweepstakes is in no way sponsored, endorsed, or administered by, or associated with, any of the social media channels used in connection with this Contest. Entrants understand that entrants are providing information to Sponsor and not to the social media channels. The information provided by entrants will only be used as described in these Official Rules and the Game’s Privacy Policy.
    

For any feedback or questions regarding these Official Rules, the Sweepstakes, winners, or prizes, you can contact Sponsor by sending an email to: entries@zam.com

Hello, I received this offer for a junior position. What do you guys think?
1. PERSONALIA

• Age: 24
• Education: Master
• Work experience : 0
• Civil status: Single
• Dependent people/children: 0

2. EMPLOYER PROFILE

• SectoIndustry: IT
• Amount of employees: 70
• Multinational? NO

3. CONTRACT & CONDITIONS

• Current job title: Business analyst
• Job description:
• Seniority: 0
• Official hours/week : 40
• Average real hours/week incl. overtime: idk
• Shiftwork or 9 to 5 (flexible?): flexible
• On-call duty: NO
• Vacation days/year: 32

4. SALARY

• Gross salary/month: 3100
• Net salary/month: idk
• Netto compensation: 250
• Cabike/... or mobility budget: company car + fuel card
• 13th month (full? partial?): full
• Meal vouchers: 8
• Ecocheques: 250/YEAR
• Group insurance: idk
• Other insurances: hospital
• Other benefits (bonuses, stocks options, ... ): /

5. MOBILITY

• City/region of work: /
• Distance home-work: 20min
• How do you commute?/
• How is the travel home-work compensated: /
• Telework days/week: 2

6. OTHER

• How easily can you plan a day off: /
• Is your job stressful?/
• Responsible for personnel (reports): /

1. PERSONALIA

• Age: 29
• Education: 7de BSO, A2
• Work experience : 9
• Civil status: Not married
• Dependent people/children: None

2. EMPLOYER PROFILE

• SectoIndustry: Public transport, infrabel
• Amount of employees: +-9000
• Multinational? No

3. CONTRACT & CONDITIONS

• Current job title: Train traffic controller
• Job description: Responsible for safe and efficient rail traffic
• Seniority: 6 years
• Official hours/week : 38
• Average real hours/week incl. overtime: 38
• Shiftwork or 9 to 5 (flexible?): Shiftwork
• On-call duty: No
• Vacation days/year: 24+13 'credit' days (working 38 hours, getting payed for 36 hours)

4. SALARY

• Gross salary/month: 3326 EURO (basic without shift compensations)
• Net salary/month: +-2500 - 2700 EURO (including shift compensations)
• Netto compensation: None
• Cabike/... or mobility budget: Bike leasing possibility, unlimited free trainrides in BENELUX, 4 free Eurostar tickets /year
• 13th month (full? partial?): partial
• Meal vouchers: 6,5/DAY
• Ecocheques: 250/YEAR
• Group insurance: None
• Other insurances: Hospitalisatieverzekering for the family
• Other benefits (bonuses, stocks options, ... ): High pension

5. MOBILITY

• City/region of work: Antwerp
• Distance home-work: 14KM/18-25min with car, 10KM/+-20min with speedpedelec
• How do you commute? Mostly speedpedelec
• How is the travel home-work compensated: 0,25/km fietsvergoeding
• Telework days/week: None

6. OTHER

• How easily can you plan a day off: Easy, but needs to be 2 months in advance,
• Is your job stressful? If you can remain calm and prioritize tasks in emergency situations, than this job is not stressful at all.
• Responsible for personnel (reports): None

Its understood that we have skills. Those features reflect an individual who has lived and likely been in the workforce for awhile.
I'm not your typical GenX. I have current skills that are transferable.
I don't fit the recent college grad, company work cultures that don't embrace multiple generations. I looked at the reviews, photos, and that tells me how the company brands its image.
What companies hire for multi-industry experience, in insurance, banking and would that transfer to paralegal work for plaintiff side lawyers?
The main issue is pay and benefits.
If I were to work in insurance (not life sales) what companies hire someone with experience? Despite my 8 years in that field, Progressive wanted me to take silly games and match the shapes tests, even though I trained employees how to pass insurance licensing exams and worked in the industry.
Those are the silly tricks companies have to create barriers to employment and a youth based workforce.
Juvenile, puzzles and shape matching tests. I'm surprised they don't give out coloring books to see if you can color within the lines.
My competitive advantage in HR is that I've worked in all areas and also have outside industry experience which makes me well-rounded.
I'm lacking the photo on my desk with Magic Kingdom, Mackey and Minnie and spouse and children. That's what most companies which are conservative cultures want.
I dress conservatively, I have bipartisan views that I keep to myself so, outwardly, you wouldn't know where I stand.
Temp agencies don't have anything because they hire sales people to support their client employers who avoid PTO, health benefits and want an unemployment buffer.
I need income now. I used call centers for stopgap work, and even when I meet the strict and narrow performance metrics, and pee break schedule adherence, it doesn't get me promoted.
What places will hire people like us?
Thank you and I hope your day is going well.
EDIT to add, I don't think companies that hire people right out of college, feel comfortable hiring middle aged people who suffered from economic and health losses during and after Covid when everything was shut down and many people lost their incomes. Those whose jobs weren't impacted at that time, don't have a clue about those who lost their health, savings and livelihood. Rebuilding is stressful and I think certain companies want that recent college grad vibrancy versus a middle aged person's dedication, while suffering in silence with stress due to piled up debt and delayed health treatment issues. We might not exude conviviality, innocence and the same motivations when underpaid as opposed to someone who feels that they are paid adequately or more.
So many jobs that are posted for FT would require me to have a 2nd job in addition to that which could compromise my energies in the first job.
If you are paid more than your age, then you are doing well. Many of these jobs aren't paying me at or above my age.

Its understood that we have skills. Those features reflect an individual who has lived and likely been in the workforce for awhile.
I'm not your typical GenX. I have current skills that are transferable.
I don't fit the recent college grad, company work cultures that don't embrace multiple generations. I looked at the reviews, photos, and that tells me how the company brands its image.
What companies hire for multi-industry experience, in insurance, banking and would that transfer to paralegal work for plaintiff side lawyers?
The main issue is pay and benefits.
If I were to work in insurance (not life sales) what companies hire someone with experience? Despite my 8 years in that field, Progressive wanted me to take silly games and match the shapes tests, even though I trained employees how to pass insurance licensing exams and worked in the industry.
Those are the silly tricks companies have to create barriers to employment and a youth based workforce.
Juvenile, puzzles and shape matching tests. I'm surprised they don't give out coloring books to see if you can color within the lines.
My competitive advantage in HR is that I've worked in all areas and also have outside industry experience which makes me well-rounded.
I'm lacking the photo on my desk with Magic Kingdom, Mackey and Minnie and spouse and children. That's what most companies which are conservative cultures want.
I dress conservatively, I have bipartisan views that I keep to myself so, outwardly, you wouldn't know where I stand.
Temp agencies don't have anything because they hire sales people to support their client employers who avoid PTO, health benefits and want an unemployment buffer.
I need income now. I used call centers for stopgap work, and even when I meet the strict and narrow performance metrics, and pee break schedule adherence, it doesn't get me promoted.
What places will hire people like us?
Thank you and I hope your day is going well.
EDIT to add, I don't think companies that hire people right out of college, feel comfortable hiring middle aged people who suffered from economic and health losses during and after Covid when everything was shut down and many people lost their incomes. Those whose jobs weren't impacted at that time, don't have a clue about those who lost their health, savings and livelihood. Rebuilding is stressful and I think certain companies want that recent college grad vibrancy versus a middle aged person's dedication, while suffering in silence with stress due to piled up debt and delayed health treatment issues. We might not exude conviviality, innocence and the same motivations when underpaid as opposed to someone who feels that they are paid adequately or more.
So many jobs that are posted for FT would require me to have a 2nd job in addition to that which could compromise my energies in the first job.
If you are paid more than your age, then you are doing well. Many of these jobs aren't paying me at or above my age.

Low-code app development platforms offer a range of benefits that make them an attractive option for businesses and developers. Here are some key merits:

1. Speed of Development:
   • Rapid Prototyping: Low-code platforms enable faster creation of prototypes, allowing for quicker feedback and iterations.
   • Accelerated Development: Pre-built components and templates drastically reduce the time required to build and deploy applications.
2. Cost Efficiency:
   • Reduced Development Costs: Lower reliance on highly specialized coding skills can reduce labor costs.
   • Lower Maintenance Costs: Simplified codebases and standardized components can decrease long-term maintenance expenses.
3. Accessibility:
   • Empowering Non-Developers: Business analysts and other non-technical staff can build and modify applications without deep programming knowledge.
   • Wider Talent Pool: Organizations can leverage a broader range of employees for development tasks.
4. Enhanced Collaboration:
   • Unified Development Environment: Visual development interfaces and standardized components facilitate better collaboration between business and IT teams.
   • Real-Time Feedback: Stakeholders can see changes in real-time and provide immediate input, improving the alignment between business needs and technical implementation.
5. Flexibility and Adaptability:
   • Ease of Integration: Many low-code platforms offer robust integration capabilities with existing systems and third-party services.
   • Scalability: Low-code solutions often support scaling up from small departmental apps to enterprise-wide solutions.
6. Improved Governance and Compliance:
   • Centralized Control: IT departments can maintain control over the development environment, ensuring compliance with security standards and regulatory requirements.
   • Consistent Standards: Built-in best practices and standards help ensure consistency and quality across applications.
7. Innovation and Experimentation:
   • Encouraging Experimentation: Lower barriers to entry allow for more experimentation and innovation, enabling organizations to test new ideas quickly.
   • Shortened Time to Market: Faster development cycles mean that new features and products can be brought to market more rapidly.
8. User Experience:
   • Improved UI/UX: Pre-designed templates and drag-and-drop interfaces help ensure that applications have a polished and user-friendly interface.
   • Responsive Design: Many low-code platforms automatically ensure that applications are responsive and work across various devices and screen sizes.
9. Maintenance and Updates:
   • Simplified Updates: Low-code platforms typically offer straightforward processes for updating and enhancing applications, ensuring they remain current with minimal effort.
   • Bug Reduction: Standardized components and fewer lines of code reduce the likelihood of bugs and errors.
10. Learning Curve:
    • Shortened Onboarding: New team members can get up to speed faster due to the intuitive nature of low-code platforms.
    • Continuous Learning: Many platforms offer training resources and communities, fostering continuous learning and skill development.

Overall, low-code app development platforms provide a strategic advantage by enabling faster, more efficient, and cost-effective application development. This approach not only enhances operational efficiency but also drives innovation and responsiveness to market changes.
Read more:
Wave maker
Rapid application development platform
Low-code Enterprise application development platform
Low code application development platform or Low code development platform
What is Low code app development platforms
Composable low code isvs
Java-based low-code platform
Composable isvs
RAD studio-Rapid application development software platform
APAAS-application platform as a service
Cloud application development platform
Legacy application modernization services
React-native cross-platform mobile application development platform
Compare Wavemaker vs Outsystems vs mendix vs power apps — low code alternatives and its pricing
New application development platform
Rapid application development model
Low-code for consumable Banking and financial Low-code platform solutions
Internal api vs external apis
Rapid application development vs SDLC
Custom application development platform
Embedded banking and Finance, Low-Code and the Emerging Face of Adaptability
BAAS-Banking as a service
Composable Low-code banking solutions
Telecom low code platform
Alternative to Xamarin and Cordova
Wavemaker
Legacy application modernization platform
Cross-Platform React Native Mobile App Development

1. PERSONALIA

• Age: 26
• Education: Bachelor in marketing
• Work experience : 4.5 years at this company in total
• Civil status: Unmarried
• Dependent people/children: 0

2. EMPLOYER PROFILE

• SectoIndustry: Construction
• Amount of employees: 3 (including 2 bosses)
• Multinational? NO

3. CONTRACT & CONDITIONS

• Current job title: production and marketing
• Job description: I do almost all of the production of our cabinets (main business), I'm present for about 90% of the work on site. Besides that I do marketing, upkeep of website and social media, strategizing, quotation streamlining.
• Seniority: 3.5 years officially
• Official hours/week : 40
• Average real hours/week incl. overtime: 45-50 (120% compensation for overtime)
• Shiftwork or 9 to 5 (flexible?): Pretty flexibel, I mostly work between 7:30h-17:30h
• On-call duty: NO
• Vacation days/year: 20 flexible, 15 fixed

4. SALARY

• Gross salary/month: ~3300 euros
• Net salary/month: 2300 euros
• Netto compensation: /
• Cabike/... or mobility budget: /
• 13th month (full? partial?): 3100 euros/year
• Meal vouchers: /
• Ecocheques: 115 euros/year
• Group insurance: Yes, hospitalization insurance
• Other insurances: /
• Other benefits (bonuses, stocks options, ... ): Rest day compensation ~1343 euros/year, Holiday pay ~4500 euros/year

5. MOBILITY

• City/region of work: Vlaams-Brabant
• Distance home-work: 15km commute
• How do you commute? carpool with girlfriend
• How is the travel home-work compensated: 66euros/month
• Telework days/week: 0

6. OTHER

• How easily can you plan a day off: Depends, coping without my presence is difficult so they're quite reluctant to plan days off in busy times or in longer periods. They want to introduce construction leave or a joint 2-week break in August. Which would bring my flexibel vacation days from 20 to about 5-10.
• Is your job stressful? Yes, lots of responsibilities, sometimes difficult, confusing or incomplete communication/decision making by bosses. Have to be really flexibel and be able to switch my workload between very diverse subjects. Also financially unstable business. Also plenty of weeks where I work 50-60 hours with sometimes workdays of 12-14h.
• Responsible for personnel (reports): Twice had an intern under my supervision.
• I pay about 2600 euros extra in taxes each year.

I hope I've done this right, I'm sorry if I haven't!

 The next mission will start 14:10PM! 

Hi,
I just have some general questions about being a flight attendant at Air Canada:

1. Does Air Canada support anything if you need to relocate?
2. If you are commuting, do you need to pay for parking? Is there a discount for employees?
3. How does per diems work? (Do you just get paid semi-weekly along with your pay?)
4. Does your pay increase after the first year?
5. How long does it take before you get monthly schedules?
6. Are you able to get flight schedules of your preference?
7. How does travel benefit work? Do stand by tickets also work for any other airlines?

Thank you!!

Using a prefabs low-code platformThe limited offers numerous benefits for organizations seeking to develop and deploy applications efficiently. Here are some key advantages:

1. Accelerated Development:
   • Speed: Prefabs and reusable components significantly reduce the time required to build applications, allowing for rapid development and deployment.
   • Prototyping: Quickly create prototypes and iterate on them to refine requirements and functionality.
2. Reduced Costs:
   • Lower Development Costs: By minimizing the need for extensive hand-coding, organizations can reduce labor costs associated with traditional software development.
   • Maintenance Savings: Prefabricated components often come with built-in maintenance and updates, reducing the burden on internal IT teams.
3. Ease of Use:
   • User-Friendly Interfaces: Drag-and-drop interfaces and visual development tools make it easier for non-technical users (citizen developers) to contribute to application development.
   • Minimal Coding: The limited need for extensive coding knowledge allows a broader range of employees to participate in the development process.
4. Enhanced Collaboration:
   • Unified Platform: Centralized development environments facilitate collaboration among team members, including business analysts, designers, and developers.
   • Real-Time Collaboration: Teams can work simultaneously on different parts of the application, improving efficiency and communication.
5. Increased Agility:
   • Flexibility: Quickly adapt to changing business requirements and market conditions by easily modifying and updating applications.
   • Scalability: Many low-code platforms are designed to scale with the organization’s needs, supporting everything from small apps to enterprise-level solutions.
6. Integration Capabilities:
   • Extensive Integrations: Prefabs low-code platforms often come with built-in connectors for integrating with various third-party services, APIs, and databases.
   • Data Consistency: Streamlined integration helps maintain data consistency across different systems and applications.
7. Improved Governance and Compliance:
   • Standardization: Prefabricated components ensure that applications adhere to best practices and industry standards.
   • Compliance: Built-in compliance features help organizations meet regulatory requirements more easily.
8. Better Quality and Consistency:
   • Pre-Built Components: Using tested and proven prefabricated components can improve the overall quality and reliability of applications.
   • Consistency: Ensures a consistent user experience across different applications by using standardized components and templates.
9. Empowerment of Business Users:
   • Citizen Development: Enables business users with little to no coding experience to create and modify applications, leading to increased innovation and faster problem-solving.
   • Empowerment: Allows business units to take more control over their specific application needs without heavy reliance on IT departments.
10. Focus on Innovation:
    • Core Business Focus: By reducing the time and resources spent on development and maintenance, organizations can focus more on innovation and strategic initiatives.
    • Creative Solutions: Frees up developers to work on more complex and innovative projects, rather than routine coding tasks.

In summary, prefabs low-code platforms offer a comprehensive set of benefits that can transform how organizations approach application development, making it faster, more cost-effective, and accessible to a broader range of users.
Read more:
Wave maker
Rapid application development platform
Low-code Enterprise application development platform
Low code application development platform or Low code development platform
What is Low code app development platforms
Composable low code isvs
Java-based low-code platform
Composable isvs
RAD studio-Rapid application development software platform
APAAS-application platform as a service
Cloud application development platform
Legacy application modernization services
React-native cross-platform mobile application development platform
Compare Wavemaker vs Outsystems vs mendix vs power apps — low code alternatives and its pricing
New application development platform
Rapid application development model
Low-code for consumable Banking and financial Low-code platform solutions
Internal api vs external apis
Rapid application development vs SDLC
Custom application development platform
Embedded banking and Finance, Low-Code and the Emerging Face of Adaptability
BAAS-Banking as a service
Composable Low-code banking solutions
Telecom low code platform
Alternative to Xamarin and Cordova
Wavemaker
Legacy application modernization platform
Cross-Platform React Native Mobile App Development

In the United States unemployment benefits fall under two acts: The Federal Unemployment Tax Act (FUTA) and the State Unemployment Tax Act (SUTA).
Employers contribute to both unemployment programs. Employers pay a 6% tax to FUTA for the first $7,000 of each employees annual wage, and the SUTA tax rate varies state by state.
It is from both wage pools that unemployment benefits are paid out from.
Why doesn’t the United States handle maternity/ family leave the same way with a tax on employers? It seems like an easy enough way to mandate and offer paid family leave.

Hi there,
I am currently looking for a Mobile App Developer who has at least 5 years in Android development, specifically coding in Kotlin along with some working knowledge of Swift. Please see below for job details and how to apply.
Company: Hay House
Hay House is a mission-driven company dedicated to supporting positive change in the world by helping all people to grow in mind, body, and spirit. With a diverse roster of customers, authors, and points of view, Hay House offers products and resources that empower, educate, and inspire.
Hay House produces books (print, electronic, and audio), card decks, calendars, streaming content, mobile apps, and more. From self-improvement to spirituality, health to business, metaphysics to memoir, diet to tarot, children’s books to crystals, we offer our audience a wide selection of practical and inspirational resources in a broad range of formats.
​
Position Summary
Works closely with Lead App Developer to define and execute both Android app updates including ongoing maintenance, new development initiatives, and quality control. This position will focus more heavily on the Android side of development.
Responsibilities and Expertise

• Develop and support new & existing features, customization for our mobile apps
• Assist Lead Developer with mobile app development strategies and execute the plans
• Monitor mobile app performance and troubleshoot app issues
• Develop and maintain technical documentation related to mobile app projects
• Learn new technologies and apply them to fulfill business needs
• Uses appropriate & relevant programming languages and technologies, writes code, tests & deploys
• Misc. duties related to mobile app development projects and tasks as needed

​
Skills, Knowledge & Abilities

• Comprehensive working knowledge of Kotlin for Android app development
• Broad knowledge of mobile app technologies, data persistence, asynchronous coding, and platform best practices
• Working knowledge of Swift for iOS app development
• Familiar with API web services (REST)
• Ability to execute projects accurately and quickly
• Excellent attention to detail and the ability to effectively multi-task to meet objectives
• Strong communication skills, both written and verbal, and with a cross-functional team
• Experience with third-party libraries such as Exoplayer, Dagger, or other open source libraries
• Ability to work well both independently, as well as with others on a team
• Self-starter with motivation and ambition

​
Education and/or Experience

• 5+ years’ experience with Kotlin for Android app development
• 2+ years’ minimum professional experience with iOS app development using Swift
• Experience with Version Control Systems (Git)
• Some experience with unit testing and MVC/MVVM architectures
• Theoretical knowledge typically achieved through a related four-year college experience, such as a Bachelor’s degree in computer science or equivalent

​
Why Should You Apply?

• Remote
• Meaningful Work
• 4-Day Work Week
• Great Benefits

​
Benefits

• Comprehensive Medical, Dental, and Vision Insurance
• PTO, Pay in Lieu of Time Off, and Shared Leave
• 9 Paid Holidays + Floating Holiday
• Winter Break – 4 additional days off
• 401k Match – Up to 6%
• Company paid Short-Term & Long-Term Disability
• Company paid $50K Life/AD&D Insurance
• Emergency Savings Account + Company Contribution
• Flexible Spending
• Health Savings Account
• Gym Membership Discounts
• Professional Development & Education Assistance
• Employee Assistance Program (EAP) for you & family

Embracing Diversity & EEO
Hay House is committed to having a diverse workforce that embodies and reflects the diversity of our global community. As part of this commitment to equitable opportunity and inclusion, we strongly encourage applications from all individuals inclusive of all genders, ethnicities, abilities, sexual orientations, ages, socio-economic backgrounds, religions, and beliefs.
Additional Information
Hay House participates in the federal E-Verify program to confirm the identity and employment authorization of all newly hired employees. For further information about the E-Verify program, please click here: https://www.e-verify.gov/employees
​
Apply: https://www.paycomonline.net/v4/ats/web.php/jobs/ViewJobDetails?job=143154&clientkey=C8DB203EE62130CE679827BF88304A47
or contact me at [careers@hayhouse.com](mailto:careers@hayhouse.com)
​

What’s the #1 thing every founder needs to know?

I’ll give you a few minutes to make a list — top of mind might include sales, marketing, technology, product management (especially product-market fit), technical skills, fundraising, team building, leadership, management, finance, and planning/executing strategic growth and scaling.
Sure… but, sorry, none of that is the correct answer. Because, of course, you know that founders typically are expected to be jacks of all trades. So yes, to all of the above, but that’s not the secret sauce.
The #1 thing every founder needs to know is… themself.
Here’s the truth: founders start companies, and entrepreneurs build them. While not every entrepreneur is a founder (think franchise owners), every founder is an entrepreneur (at least initially).
If you’re like me, you are a forward-obsessed founder. That means where you are now is always building toward where you want to go. That person is always an entrepreneur. Once the company is started, you’ll do what it takes — including relinquishing control — to keep it growing.
Does that sting? We founders think of our companies as our babies, but statistics say we’re likely to be the ones kicked out of the nest. Also, research shows that in the US, only 14 out of the top selling 500 companies still have the original founder running the company. And the Harvard Business Review reports that most founders relinquish control long before their companies go public — and that four out of five are forced to step down as CEO.
It doesn’t have to be that way if you have one critical attribute: self-awareness. That way, you can decide as your company grows how you want to evolve your role in the overall day-to-day running of the company (i.e., learn, delegate, hire, move on). And ultimately, you can make better choices at critical growth junctures in your business progression.
So, to help you become more self-aware, it’s helpful to understand the different types of founders. Let’s dive in.

The Types of Founders

A couple of notes before we get into specifics:

• Much like any other classification, there are gray areas, so you (and many of the examples I share in this article) may fit into more than one category.
• Some traits are common to all founders, such as being open to innovation, passionate about their project, risk-takers, etc. But some founders excel or even over-index in certain attributes, so that’s what you’ll see in the different types.

The bottom line: knowing your strongest/weakest points is a critical piece of the self-awareness pie. That way, you can conduct your business in what I call the Green Zone — aka the Genius Zone, where you have both high passion and high competence — and make the best choices for you and your company.

1. The Solo Founder

Traits:

• Fiercely independent
• Self-assured
• Strong belief in their vision/idea
• Business strongly tied to skill set and experience
• Resilient (i.e., can withstand feelings of loneliness)

Benefits:

• Freedom
• Complete control
• Learn a lot

Pitfalls:

• Solo-founded companies statistically have a higher failure rate
• Harder to raise money/VCs are more reticent
• Health impacts: burnout, loneliness, etc.
• Attention is divided because you wear all the hats (marketing, sales, building your product, finances, fundraising, prospecting for new customers, etc.)
• Complete responsibility for all aspects of the business

Example: Sara Blakely, Spanx Founder
Ten years ago, in 2012, when she was just 38, Sara Blakely became the world’s youngest self-made female billionaire. Her business, built on a significant industry gap (the lack of comfortable, effective shapewear) and her incredible sales hustle, also benefited greatly from Blakely’s abundant self-awareness. Here’s her advice to solo founders at a 2020 business conference:

“I tell people as soon as you can afford to hire your weaknesses, do it… As soon as I could afford to hire someone to do more of the operations side of the business, I did. As an entrepreneur, one of the biggest gifts you can give yourself is to stay in your lane.”

In other words, know what your Green Zone is and play there.
If you’re like Blakely, it’s usually big ideas and sales ability (she could easily qualify as a Visionary Founder, too) or operations and execution (what Blakely realized she needed help with).
Pro tip: If you’re a solo founder, you’ll likely want to lean into an entrepreneurial framework like the Entrepreneurial Operating System (EOS) to help you define and settle into which side you skew toward.

2. The Visionary Founder (or Co-founders)

Traits:

• Driven by a big idea
• Disruptive — recognizes opportunities to upend traditional norms
• Focused and clear
• Persistent
• Natural salesperson
• Can see the big picture
• Collaborative (esp. In co-founder scenario)
• Motivated by the impact they have — more than $$ alone

Benefits:

• Passionate about their work
• Aren’t easily derailed — failures are expected, and mistakes are not made twice
• Inspired leadership

Pitfalls:

• So focused on the big picture that they may miss important details
• A visionary idea doesn’t automatically = visionary leadership
• Disconnected from reality at times
• Easily bored when the mundane takes priority
• May not plan succession well
• Unrealistic expectations
• Poor communication

Example: Steve Jobs & Steve Wozniak
Considering that Steve Jobs’ name is pretty much synonymous with “visionary,” I don’t think I need to list more than the products and industries Jobs’ revolutionized at Apple and beyond — Apple Computers, iPod (iTunes), iPad, iPhone, Pixar, iCloud — with many products and points in between. George Lucas, from whom Jobs bought the Graphics Group at Lucasfilm and renamed it “Pixar,” perfectly summarizes his superpower:

“The magic of Steve was that while others simply accepted the status quo, he saw the true potential in everything he touched and never compromised on that vision.”

Steve Wozniak was the technological yin to Jobs’ sales and marketing yang, bringing the vision of a computer with a graphic interface to life. From the visionary files, “Woz” also invented the first programmable universal remote and was an early innovator of wireless GPS (thanks to his clever dogs who routinely evaded electronic fences).

3. The Serial Disruptor

Traits:

• Varied interests & capabilities
• Easily bored — desires variety and change
• Optimistic
• Extremely innovative
• High threshold for pain
• Accepting of failure
• Self-reliant
• Diverse capabilities
• Bold vision
• Motivated by the impact they have — more than $$ alone

Benefits:

• Variety of experiences
• Flexibility and freedom
• Diversification
• Tons of opportunities for creative expression
• Greater earning opportunities
• Disrupts industries
• Attracts high-quality talent

Pitfalls:

• High risk
• Difficulties finding trustworthy partners/can get stuck helming something when you want to move on
• Multitudes of people reliant on you
• Divided focus
• Ego-driven pursuits

Example: Elon Musk
Like him or loathe him, Elon Musk is perhaps the most prolific (and successful) serial founder of all time with startups including Tesla, SpaceX, The Boring Company, and Neuralink, among others. His drive to design opportunities to evolve humanity has redefined both hustle culture and the art of serial entrepreneurship.
For serial founders, having a set of principles is key to their success. In Musk’s case, his use of “first principles” — reducing a process to its essential parts — has served him well, from helping him figure out how to make rockets cheaper and reusable (SpaceX) to shifting the narrative of electric vehicles (Tesla).

4. The Engineer

Traits:

• Engineer by experience and nature
• Technically savvy
• Able to problem-solve technology-driven issues (not just with the product but also operations-wise)
• Strong desire to not just innovate but also to accelerate progress
• Expansive vision of how technology can solve common problems
• Level-headed
• Agile, fast learners
• Focused on execution

Benefits:

• Pragmatic approach
• Own technology
• Problems are solved quickly
• Able to employ technology to reduce time to market
• Solutions for products can become new products in their own right

Pitfalls:

• Not well versed in other crucial areas (i.e., sales, marketing)
• Over-index on having lower Emotional Intelligence (EQ)
• Because they can learn quickly, so may get stuck playing outside of the green zone

Example: Mark Zuckerberg
Much like the other examples I’m sharing, Mark Zuckerberg’s story has been widely told, so you probably know about his development of Facebook. But at his core, Zuckerberg is an engineering prodigy and geek. At just 13 in 1997, he built “ZuckNet,” which enabled the family’s home computers to communicate via Ping (a precursor of AOL’s Instant Messenger) with his father’s dental office computers. He was using AI in his senior year in high school, so the roots of his Meta(verse) focus today are apparent.
A common weakness for engineers is they tend to have a lower EQ, which has been well-researched. As a former engineer, I understand how logic and technology come easier than understanding human behavior. This is why tech founders should seek out mentors early and bring in competent leaders with high EQ and leadership skills — for example, Zuckerberg credits his former COO of 14 years, Sheryl Sandberg, for turning the company into a multi-billion dollar company.

5. The Personality Founder

Traits:

• Charismatic and gregarious
• Attracts a vast audience
• Influential
• Ambitious
• Forward-thinking
• Inwardly motivated (responds to a “calling”)
• Excellent storytellers
• Authentic and honest (ideally 😉)

Benefits:

• Has a built-in audience and established social platforms
• Likely has pre-existing wealth (can help fund the business/mitigate startup money woes)
• Can use their power for good; disruptive in a positive way

Pitfalls:

• Needs to find the right people to trust
• Can’t just be the “face” of the business; needs to accrue real business chops
• Celebrity and influence status don’t equal quality products
• Difficult or impossible for the founder to leave

Example: Oprah
I’m using Oprah as an example, as her products are an outgrowth of her — her eponymous talk show, which ran for 25 years, the OWN network, O Magazine, her book club, and a variety of charitable endeavors comprise her vast empire. But of course, we know plenty of other personality brands that have racked up billions in sales and even transformed, from the Kardashians/Jenners, to Bethany Frankel and Ryan Reynolds (just watch Deadpool 3 to see his brands — coming in 2023).
In today’s age of influence, we’ve seen a surge of personality brands and founders who leverage built-in audiences and communities to scale quickly. All these names are business mavericks in their own right, but many didn’t start out this way — they deftly utilize their charisma and ability to entertain to shape their brands and pave the way to success.

6. The Accidental Founder

Traits:

• Independent
• Resourceful
• Necessity-driven
• Follow their desire/passion
• Creative
• Willing to take risks

Benefits:

• A deep belief in what they’re doing
• Solves real-world problems based on personal experience
• Discover they’re much happier running their own show
• Turns skills, vocation, or avocation into a profitable business

Pitfalls:

• May not have the business chops
• Reluctant business person — may not actually want to run their own business
• Needs to find the right people to trust
• Overwhelm

Example: Yvon Chouinard
Patagonia founder Yvon Chouinard has been in the news lately for giving away his company to fight climate change. He’s an OG accidental entrepreneur whose passion for rock climbing led him to develop reusable pitons (rock climbing spikes) and, later, heavy-duty shirts. Famously Chouinard called himself a “dirtbag climber” and didn’t want to become a business mogul. Sixty-five years later, this accidental founder’s company is valued at $3 billion, and his latest innovation is a way of giving away the profits of a company to continue his contribution to society — protecting and preserving the natural world.
As I always say, there are riches in the niches, and accidental entrepreneurs are the leading type of founders to discover a marketplace with little or no competition.

7. The Intentional Founder

Traits:

• Purpose-driven
• Strong ideals and values
• Passionate about the bigger picture impacts
• Socially conscious
• Clear and focused on the brand mission

Benefits:

• An empathetic approach to the product/the company
• Can educate, empower, and motivate others (i.e., team, customers)
• Employees are statistically more satisfied and likely to stay
• Commitment to a higher ideal engenders more loyalty and trust with the general public (customers)

Pitfalls:

• Moving from individual ideals to a group effort is tricky
• Difficult to find employees with perfectly aligned values
• Might not have the business experience to set the organization up for long-term success
• Purpose-driven (belief) isn’t the same as purpose-enabled (capability)
• Might be challenging for the company to survive the loss of the founder

Example: Jessica Alba
While Jessica Alba does have some touches of a Personality Founder (she is an actor) and an Accidental Founder (an allergic reaction to detergent made her worry about her new baby’s sensitive skin), she is an excellent example of an intentional founder. Back in 2008, when Alba had that allergic reaction, influencer marketing wasn’t what it is today — plus, she had some success but was by no means a household name. Ditto for eco-conscious consumer packaged goods — a plus, sure, but didn’t have the same urgency and importance it does today. Alba then spent years researching ingredients in everyday products and even went to DC to lobby for updates to the 1976 Toxic Substances Control Act. Convinced that consumers need safe, affordable, environmentally friendly products for kids and home, Alba launched The Honest Company in 2011.
Now, she did have seasoned co-founders, her own wealth to use out the gates, and VC support shortly after that, but it has always been Alba’s commitment to and alignment with the brand’s core principles that have kept the brand growing and thriving — today, as a publicly traded company with a 2021 $412.8 IPO.
What type of founder are you? Definitely feel free to share in the comments.

Need a place to vent.
I’ve worked at this company for over six years as a higher up manager. Okay benefits but bad pay. I’ve been telling my boss for the past few years that to increase retention he needs to do annual cost of living increases especially as we live in one of the worst cities for rental prices and 90% of our employees rent.
Well, I got another job in a cheaper state and put in my resignation last week. This Monday one of our employees asked for a $10 an hour raise. In the last day, my boss has given every other manager at my pay scale a minimum 5$ bump.
I know it’s because he’s afraid of losing more people, but I’m angry and hurt.
This bump would have made it feasible for me to stay. I don’t want to knowing that this is just a band aid and another sign of poor management, but it still sucks. Just feels like a reminder of why I was leaving: constantly having to fight for any recognition or pay until it was dire. Now it’s just a slap in the face.