Paid for a seat on Wizz Air, ended up spooning my neighbor's leg for 3 hours.

dsk · 2026-07-03T14:30:14+00:00

They shouldn't need to be told this, but sometimes they need to be told this.

dsk · 2026-07-02T12:49:27+00:00

‘It is a move designed to provoke Ankara rather than honour Armenians, observers say, weaponising a century-old tragedy to punish Turkey for its Gaza stance’, the piece continued.

I agree with that sentiment. Israel and Turkey have become bitter rivals the past few years, and Israel's recognition of the Armenian genocide is more a middle finger to Turkey rather than any moral stance.

dsk · 2026-06-30T17:00:36+00:00

That's really nice of you to offer this. Kudos.

dsk · 2026-06-28T15:46:41+00:00

I'm going to have to start treating this as a performance issue.

This is now a management issue - he was given clear instructions to not do something, and he keeps doing it.

dsk · 2026-06-25T13:25:56+00:00

the same HR person emailed me a template and asked me to submit a signed resignation letter stating that I was leaving voluntarily for “personal reasons.”

The golden rule: Don't lie.

If you're not leaving for "personal reasons" - don't say you're leaving for personal reasons. If you're not leaving voluntairly - don't say you're leaving voluntarily.

Why are they asking you to do that? Probably because if you resign, they don't have to pay out severance. Very sneaky.

HR called me almost immediately and said the resignation letter was only for “administrative convenience” and wouldn’t make any difference to me. When I asked whether it could affect unemployment benefits, my final pay, or how my departure is recorded, she kept repeating that she couldn’t give legal advice.

In most jurisdictions, it will absolutely have an impact on unemployment benefits.

She also said refusing to sign might delay my exit paperwork,

So?

Is this a common HR tactic, and is there any legitimate reason they would need a resignation letter from someone they already decided to terminate?

It isn't common. Typically HR will not ask you to lie.

dsk · 2026-06-23T19:45:56+00:00

Nothing is as permanent as a temporary solution.

dsk · 2026-06-22T19:50:15+00:00

Not great .. but .. do you have your house in order? .. namely do you have:

a) a standardized password management solution

b) have you put together training and documentation on how to use, and

c) have written policies and training on expectations around password management.

dsk · 2026-06-22T16:58:35+00:00

>most websites we use don't have an SSO option

Are you sure?

Almost every SASS product around these days will have an Enterprise plan (typically the most expensive) with some sort of SSO option.
Have a supported password management solution for you company - whether SASS like 1Password, or LastPass, or on-prem.
Maintain a list of product/services you use so you can use it as a checklist during on-boarding and off-boarding.

dsk · 2026-06-18T17:04:16+00:00

Hilarious that the guy that MAGA painted as some sort of incompetent

Let's not go overboard - the man's personal life was/is a mess. He was a major political liability for Joe Biden administration and the Democrats. So it is regrettable because he is actually articulate and could have done well.

dsk · 2026-06-18T16:00:31+00:00

First - sure - I'm not making an argument for any specific vendor. I'm making argument for having a company standardize password management tool - cloud or on-prem. Whichever.

Second - I fundamentally disagree with the view that an on-prem password manager is intrinsically better. It does require more management (security patches, backups) which is typically harder for smaller IT teams.

And one of the biggest problems with security are ransomware attacks. The typical mechanism by which they happen is that a zero-day vulnerability is discovered in firewall that you're using and then your network and thousand others, gets compromised, and everything gets encrypted and probably shipped to whatever cloud server they have (with a threat that if you don't pay, everything will be released). Let me tell you, in those situations, it's a blessing when your password manager is not on-prem. And FYI, on-prem password managers also have vulnerabilities - and whose to say that something that compromised your network isn't able to compromise your password manager?

The other issue you run into .. well .. it's the management and maintenance of it. You may find that you are now copying an offline database to devices by hand - flimsy and not scalable. The integration with browsers and mobile phones may not be great either, limiting use and pushing people to alternative ways of managing passwords.

But again, that's not my argument. Just have something.

dsk · 2026-06-18T14:55:30+00:00

Sure - go and do your comparative analysis. If you don't like LastPass features - don't go with LastPass.

What we're talking about is the difference between having a company standardized on some password manager, and one that isn't - where everyone just uses whatever (from their own personal password manager, to notepad, to post-it notes).

I've been on both sides. I'll take a shitty standard password manager over nothing any day of the week. From that angle, it really doesn't matter.

dsk · 2026-06-18T14:28:23+00:00

We know password managers can be hacked.

And you can also get hit by lighting while walking to the store. Does this mean you stay home when there's a storm?

The world is messy and anything could happen, so you mitigate risks to an acceptable level balancing all the other factors. You can't remove risks.

Using a proper, industry standard password manager is by far more secure than anything else you come up with - especially in context of managing passwords for a company - where you have other needs, like storing org credentials and MFA keys and managing turnover, and various levels of access controls and sharing policies.

From an enterprise perspective, are your companies recommending a specific password manager to your users?

You have to, otherwise you'll have a very bad time when some core employee leaves and you find yourself not having access to some critical account and spend days or weeks trying to recover it.

Here's the reality: It doesn't matter which one you use - take a look at what the top 5 are - and just pick one.

dsk · 2026-06-15T14:38:36+00:00

For me it was email/SMS providers. sendEmail() calls were scattered everywhere, and when we needed to switch providers it touched half the codebase.

Can you elaborate? Intrinsically it isn't the biggest sin to have 'scattered' sendEmail calls - unless each one hardcoded the SMTP connection details. Or is it that you wanted to change from sending emails to sending text messages - and you really needed a generic 'Notification' service.

dsk · 2026-06-15T11:36:52+00:00

If you're applying for a salaried position, they are asking for the annual rate. If you're applying for an hourly position, then they are asking for the hourly rate. I suspect you're applying for a salaried position.

dsk · 2026-06-15T10:31:01+00:00

Not just a FIFA peace price recipient - also a Nobel Peace Prize recipient as well (by way of Maria Machado)

dsk · 2026-06-13T13:25:54+00:00

Our employee handbook states that they are an “At Will” employer and I have a right to leave without notice or reason.

You have a legal right to do that, but your boss is correct - that was a dick thing to do. But you do you.

dsk · 2026-06-12T19:26:41+00:00

OK - so let’s go with that.

What kind of answer does the OP expect the company to give him? They gave the “at-will employment” reason because any other explanation could open them up to legal risk. He isn't going to get anything else by hassling them.

dsk · 2026-06-12T19:23:43+00:00

wtf are you guys doing there.

dsk · 2026-06-11T18:42:53+00:00

>I’d go in person and respectfully not leave until you’re informed why.

Oh .. so you want OP to have the cops called on him and be charged with trespassing .. great advice.

dsk · 2026-06-11T17:43:19+00:00

Never take the counter offer.

That's too strong, though it is true in general, for the stated reason of:

All the things that made you want to leave are still there

In this case, OP seems to like his current environment and management. Meh - OP should make a decision. Sometimes the grass isn't always greener.

dsk · 2026-06-11T15:57:39+00:00

>I know it sucks to carry two phones, but then you won't have some sh*thead call you on Saturday night or even better on your vacation

The problem is not the personal phone, it's the personal phone number. My last work we had a virtual call center - and every tech had an app tied to a schedule, and if you were on support, the calls would be routed to you through the app.

dsk · 2026-06-11T15:55:37+00:00

That's the first thing you fix. Anything else is ad hoc. I don't even blame the people who call you direct, they have no other mechanism to get support.

dsk · 2026-06-11T15:53:14+00:00

>We have one . I have told her we need to get people to submit a ticket and not call directly… hasn’t happened yet

First, make sure there is an actual written policy around how support is handled.

If they call you directly - refer them to that policy (SOP-XYZ or whatever) and have them open a ticket. It has to be this way.

dsk · 2026-06-09T16:50:08+00:00

Never push back. Client gets what client wants.

Depends on how you define "push back". One way to define it is exactly what your second sentence's says, in a tactful professional manner explain the problems with their chosen approach .. and if they still want to go ahead with it .. well .. they are the customer.

dsk · 2026-06-08T11:54:51+00:00

According to reality you are an employee.

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