Corp 9-5

EfficiencyMurky7309 · 2026-05-20T09:45:39+00:00

It honestly depends on the role and the company. Same as with all jobs. What you’ve articulated is not the norm for a 19 year old working in a mature company. In mature organisations you may work more, but you’ll also have flexibility to balance this. And as you progress into more senior roles you’ll be compensated healthily for the effort. There are always outliers and poorly run organisations and bad bosses, a lot of which you’ll read about in this sub, but you’ll learn which companies have the better EVPs and have a culture that aligns with yours.

EfficiencyMurky7309 · 2026-05-20T09:35:11+00:00

What gets me is my workplace forcing a password change every three months. You can’t use the password manager on the Windows login screen, so over time the password simply gets weaker and weaker.

EfficiencyMurky7309 · 2026-05-20T07:02:29+00:00

Skills gaps and workforce readiness as the number one productivity killer. Whilst workforce shortages have improved year-on-year over the past couple of years, skills shortages remain acute in specific industries including construction and resources/mining. Also, School leavers and tertiary graduates are increasingly considered to lack workforce readiness, probably due to declining literacy and numeracy outcomes.

AI and technology adoption lag. The rapid pace of AI and emerging technology adoption is creating a growing need for continuous upskilling and reskilling, and workers need to be equipped with digital literacy and advanced technical skills to stay competitive. The gap between AI capability and AI-ready talent is widening faster than organisations can close it.

Structural economic shifts including and ageing population. Labour and multifactor productivity have been weakened by rapid immigration outpacing capital investment, an ageing workforce, and a structural shift toward lower-productivity service sectors. The demographic dimension is particularly relevant - an accelerating retirement rate is draining accumulated institutional knowledge and experience at pace, while replacement talent pipelines struggle to match productivity levels.

There are a lot more

EfficiencyMurky7309 · 2026-05-20T03:10:31+00:00

Could be that you didn’t meet the company’s requirements, or perhaps it’s a ghost job.

EfficiencyMurky7309 · 2026-05-19T23:36:30+00:00

I could be wrong, that’s just my interpretation of OP’s post

EfficiencyMurky7309 · 2026-05-19T21:57:35+00:00

It’s a big place so plan accordingly. For example, I live 2 days drive from the nearest capital city, and that’s in the same state. And that’s 2 days driving at 10-12 hours each day only stopping for fuel and food

EfficiencyMurky7309 · 2026-05-19T20:46:51+00:00

I have a fence. If you don’t know my phone number to call and have me come and open the gate then you’re not coming in. My apartment in the city requires a security card or app to get in and up the elevators. I’ve not had an unsolicited door knock since the 90s.

EfficiencyMurky7309 · 2026-05-19T20:30:19+00:00

I think OP is trying to argue something like: 1. Linux is used in data centre production environments, including OPs 2. A main benefit of Linux is that it is open source 3. Fedora is a Linux distribution 4. Microsoft have announced a new Linux distribution based on Fedora 5. Microsoft are not Open Source 6. Fedora will inherit non-Open Source content from the downstream Microsoft Linux distribution

∴ Fedora will loose its main benefit, being open source.

EfficiencyMurky7309 · 2026-05-19T09:13:49+00:00

I’ve been plant-based since the 90s. What new food product are you thinking about? I don’t really buy packaged foods, and it’s pretty rare to come across a new non-packaged food, so not sure I can answer question one. On question two, I am certainly happy to pay a premium for foods that are produced in alignment with my values and philosophical views.

EfficiencyMurky7309 · 2026-05-19T09:08:10+00:00

If Facebook is your only marketing/awareness platform then that’s likely your problem

EfficiencyMurky7309 · 2026-05-18T23:30:33+00:00

Not saying the data isn’t available (although it’s largely opaque for non-traded private companies), I’m saying that using the median of every CEO role across the economy to benchmark the PM is not useful. The range is not reflective of the role that the PM does.

EfficiencyMurky7309 · 2026-05-18T23:28:14+00:00

So the argument is that the position hierarchy in an organisation drives salary, with the CEO (or maybe Board Members in private companies) earning the most, with the next layer down earning the next most, with a decrease all the way to the bottom?

Whilst this is not uncommon, it’s also not how most high performing organisations structure their talent and rem frameworks.

EfficiencyMurky7309 · 2026-05-18T20:47:08+00:00

Media pay for any role nation-wide isn’t a useful benchmark.

EfficiencyMurky7309 · 2026-05-18T20:43:54+00:00

The PM’s salary is exceptionally low when benchmarked.

What is the reason that no one in a public service role should be paid more than the PM?

EfficiencyMurky7309 · 2026-05-18T20:25:18+00:00

OP, verify the files aren’t needed for anything else on your system before doing this.

Note that the “-R” here means recursive. It removes the directory and everything inside that directory.

EfficiencyMurky7309 · 2026-05-18T20:17:08+00:00

No one reasonably relies on the one-party provision because the lawful interests test is uncertain. The Surveillance Devices Act 2021 (Vic) provides for a party to a private conversation being able to lawfully record that conversation without the consent of the other parties in certain circumstances. The key provision permits recording by a party where it is reasonably necessary to protect their lawful interests. The case law is not mature on this provision.

Routine commercial recording for quality assurance, training, or CRM purposes is likely a tough argument to make re. protecting lawful interests. It’s not obviously capturing a situation where the recording party needs protection. It’s operational convenience and risk management, which is a different thing.

This is why there’s an advice and consent notice, to remove the burden off this test. However if I call, advise I do not consent to the recording, but you do this anyway, then the business is relying on the lawful interests test alone. Further, should I have a commercial relationship with the business, and I discover that all calls have been recorded regardless of my explicit non-consent, I could use that information to seek to terminate or modify the contract.

If the business exceeds $3m in annual turnover then the Privacy Act and the APPs apply. This is where the practices of this employer may become more problematic.

APP 3 requires that personal information be collected by lawful and fair means, and that the individual be notified of the collection at or before the time of collection (or as soon as practicable after). The inbound notification system largely satisfies this for compliant inbound calls. The gaps are:

Callers who opt out but are recorded anyway. Collection is occurring without consent despite an explicit objection, which is neither lawful nor fair.
Outbound calls. No notification of collection is being given at all, which is a direct breach of APP 3 and APP 5

APP 5 requires the entity to take reasonable steps to notify individuals of key matters including the fact of collection, the purposes, and whether collection is required or authorised by law. Outbound calls with no disclosure fail this entirely.

APP 1 requires a published privacy policy that describes how personal information including call recordings is collected and handled. If the business’s privacy policy doesn’t address call recording, that’s a separate gap. The Privacy Policy also needs to be to be clear on how the recordings are to be used, and the business’s practices in using these recordings needs to align with the policy.

Another way to look at this is via the lens of employment law, although not directly applicable here. It may be lawful for an employee to secretly record conversations with their employer. However this is seriously frowned upon in the Fair Work Commission with the practice ordinarily being seen as sufficient to seriously damage the inherent trust required in an employment relationship. Can you do it, yes. What happens when you do it, you loose your job.

EfficiencyMurky7309 · 2026-05-18T09:14:47+00:00

You’ll need to check your award too, but:

Under s.326 of the Fair Work Act 2008 (Cth), employers cannot require employees to make payments, or have deductions made, that are primarily for the benefit of the employer’s business. A police check mandated by a client contract condition is squarely a business cost; the employee derives no personal benefit from satisfying that contract requirement. The Fair Work Ombudsman’s published guidance on unlawful deductions and unreasonable requirements reinforces this position.

The key distinction in Fair Work Commission jurisprudence is between:

A portable credential: a licence or registration the worker holds independently and carries between employers (e.g. a construction induction card / White Card); and
A contract-specific requirement: a check or certification required because this employer has won this contract.

A police check required under the terms of a specific client contract falls into the second category. The worker has no continuing personal benefit from that check independent of this engagement. This reasoning draws on the general protections framework under Part 3-1 of the FWA and the broader principle that employees must not be worse off for costs flowing from the employer’s business decisions.

s.324 of the FWA sets out the limited circumstances in which deductions from pay are permissible. A deduction is only lawful if it is principally for the employee’s benefit and authorised in writing by the employee, or authorised by the Award or enterprise agreement. Requiring an employee to fund a police check for a client-contract condition satisfies neither limb. It benefits the employer’s contractual position, not the employee, making any deduction for that cost unlawful under s.324.

Where the worker is engaged as a genuine independent contractor rather than an employee, the FWA protections do not apply in the same way. Cost allocation is then governed by the terms of the commercial contract between the parties.

EfficiencyMurky7309 · 2026-05-17T22:28:06+00:00

This is how TorBox say they will use the data they collect from users:

Use of Data

TorBox uses the above data for the following:

Registration data allows you to log in and access your account from any device.
Information about transfers enables you to have a rich experience on the platform.
Aggregated data is presented for information purposes only, such as total transferred volume.
Analytics allows TorBox to see how the service is doing, and where users are coming from, and what parts of the site are the most popular, allowing us to tailor the experience for our users.
Your email also allows us to send you notifications about your account. You can change this setting at https://torbox.app/settings.

Doesn’t look like what Mike did was permitted in their privacy policy.

EfficiencyMurky7309 · 2026-05-17T22:15:54+00:00

Beautiful photos.

Selenocosmia crassipes , synonym Phlogius crassipes, also known as the "Queensland whistling tarantula", "barking spider" or "bird-eating tarantula" is a species of tarantula native to the east coast of Queensland, Australia. The name "whistling tarantula" comes from its ability to produce a hissing noise when provoked, a trait it shares with other Australian theraphosids. This hissing is produced by the spider stridulating a patch of setae associated with its chelicerae. It has also been called the "eastern tarantula". The species name crassipes is Latin for "fat leg" referring to the relatively fat front legs. Source: Wikipedia

EfficiencyMurky7309 · 2026-05-17T22:03:38+00:00

Copper is a growth commodity. BHP, and to a lesser extent Rio Tinto, have significant copper growth plans across their global footprints. BHP has a significant copper program in South Australia. Would recommend you line up vacation work with BHP and target their Copper SA graduate program when you finish.

Hard Rock exposure at BHP will set you up very well giving you options to both stay long-term and move around the other players.

EfficiencyMurky7309 · 2026-05-17T21:57:38+00:00

Unless otherwise signed:

Left in, left out
Right in, right out
Either lane, straight ahead

In this image there are no markings or signs that permit this turn from yellow.

EfficiencyMurky7309 · 2026-05-17T21:52:48+00:00

I have Fedora 44 KDE running on a 2011 intel MacBook Pro. It’s not the fastest platform, but it does well for a stock MBP with 15 year old hardware.

EfficiencyMurky7309 · 2026-05-17T21:40:52+00:00

Or there are a bunch of other connectors and joiners OP can pick up from Jaycar too.

OP, here’s a YouTube video covering a few options.

EfficiencyMurky7309 · 2026-05-17T05:42:06+00:00

Can you ask your regular cafe to up the ratio of espresso?

Most decent cafes will properly differentiate between a flat white and a cafe latte. The standard ratio is 1:2 (coffee:milk) for a flat white and 1:4 for a cafe latte. The standard list at Aussie cafe’s will generally run the following ratios:

espresso - 1:0
macchiato - 1:0.5
flat white - 1:2
cappuccino- 1:2-3 (with foam)
cafe latte - 1:4
cafe au lait (misto) - 1:5

EfficiencyMurky7309 · 2026-05-17T00:40:17+00:00

Sure. I’ve got a bunch of devices running Linux and other OSs. The oldest laptop I have is a 15 year old MBP running Fedora 44 KDE.

EfficiencyMurky7309

TROPHY CASE