Withdrawals Frozen at Crypto Mining Firm Poolin Amid ‘Liquidity Problems’
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Sales And Repair
1715 S. 3rd Ave. Suite #1
Yakima, WA. 98902
Mon - Fri: 8:30-5:30
Sat - Sun: Closed
Sales And Repair
1715 S. 3rd Ave. Suite #1
Yakima, WA. 98902
Mon - Fri: 8:30-5:30
Sat - Sun: Closed
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If the California and New York governors, who are both Democrats, sign the pending laws, almost a quarter of the US population will live in states with such salary disclosure requirements. The California Chamber of Commerce opposes the bill, even after lawmakers stripped a requirement that would make all pay data public. New York City’s rule also faced business pushback, which delayed enforcement by six months. “I think this becomes a tipping point, frankly,” said Christine Hendrickson, the vice president of strategic initiatives at Syndio, which provides software that helps employers identify pay disparities. “It’s at this point that employers are going to stop going jurisdiction by jurisdiction and start looking for a nationwide strategy.”
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Kumiko Hidaka, a Netflix spokesperson, confirmed that Gorman will be the company’s President of Worldwide Advertising and that she’ll report to COO Greg Peters. Naylor will lead Netflix’s ad sales organization and report to Gorman. AdAge first reported on the hires. “Jeremi’s deep experience in running ad businesses and Peter’s background in leading ad sales teams together will be key as we expand membership options for consumers through a new ad-supported offering,” Peters said in a statement.
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J.P. Morgan, Barclays Bank, and UnitedHealth Group all track employees, The Times reported, seeing everything from how long it takes to write an email to keyboard activity. There are repercussions if workers aren’t meeting expectations: a prodding note, a skipped bonus, or a work-from-home day taken away, to name a few. For employers surrendering in the fight to return to the office, such surveillance is a way to maintain a sense of control. As Paul Wartenberg, who installs monitor systems, told The Times, “If we’re going to give up on bringing people back to the office, we’re not going to give up on managing productivity….
But tracking these remote workers’ every move doesn’t seem to be telling employers much. “We’re in this era of measurement but we don’t know what we should be measuring,” Ryan Fuller, former vice president for workplace intelligence at Microsoft, told the Times.
From the New York Times’ article. (Alternate URLs here, here, and here.)
In lower-paying jobs, the monitoring is already ubiquitous: not just at Amazon, where the second-by-second measurements became notorious, but also for Kroger cashiers, UPS drivers and millions of others…. Now digital productivity monitoring is also spreading among white-collar jobs and roles that require graduate degrees. Many employees, whether working remotely or in person, are subject to trackers, scores, “idle” buttons, or just quiet, constantly accumulating records. Pauses can lead to penalties, from lost pay to lost jobs.
Some radiologists see scoreboards showing their “inactivity” time and how their productivity stacks up against their colleagues’…. Public servants are tracked, too: In June, New York’s Metropolitan Transportation Authority told engineers and other employees they could work remotely one day a week if they agreed to full-time productivity monitoring. Architects, academic administrators, doctors, nursing home workers and lawyers described growing electronic surveillance over every minute of their workday.
They echoed complaints that employees in many lower-paid positions have voiced for years: that their jobs are relentless, that they don’t have control — and in some cases, that they don’t even have enough time to use the bathroom. In interviews and in hundreds of written submissions to The Times, white-collar workers described being tracked as “demoralizing,” “humiliating” and “toxic.” Micromanagement is becoming standard, they said. But the most urgent complaint, spanning industries and incomes, is that the working world’s new clocks are just wrong: inept at capturing offline activity, unreliable at assessing hard-to-quantify tasks and prone to undermining the work itself….
But many employers, along with makers of the tracking technology, say that even if the details need refining, the practice has become valuable — and perhaps inevitable. Tracking, they say, allows them to manage with newfound clarity, fairness and insight. Derelict workers can be rooted out. Industrious ones can be rewarded. “It’s a way to really just focus on the results,” rather than impressions, said Marisa Goldenberg, [who] said she used the tools in moderation…
[I]n-person workplaces have embraced the tools as well. Tommy Weir, whose company, Enaible, provides group productivity scores to Fortune 500 companies, aims to eventually use individual scores to calibrate pay.
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“Adam is a visionary leader who revolutionized the second largest asset class in the world — commercial real estate — by bringing community and brand to an industry in which neither existed before,” Andreessen wrote in his post Monday. “Adam, and the story of WeWork, have been exhaustively chronicled, analyzed, and fictionalized — sometimes accurately. For all the energy put into covering the story, it’s often under appreciated that only one person has fundamentally redesigned the office experience and led a paradigm-changing global company in the process: Adam Neumann.” It’s not immediately clear how Flow seeks to revolutionize the residential housing industry. Flow currently has a bare bones website, with the slogan “Live life in flow” and two words stating it will launch in 2023.
Andreessen positioned the new company as a long-awaited solution to the nation’s “housing crisis.” He used a mix of jargon-filled terms — “community-driven, experience-centric service” — to explain how the new startup would “create a system where renters receive the benefits of owners.” “We think it is natural that for his first venture since WeWork, Adam returns to the theme of connecting people through transforming their physical spaces and building communities where people spend the most time: their homes,” Andreessen wrote. “Residential real estate — the world’s largest asset class — is ready for exactly this change.”
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In a letter to staff, Deshpande said that Groupon is reducing its North America sales teams to focus on “self-service merchant acquisition capabilities.” It is also re-organizing the company to focus “only on mission-critical activities and leaning on more external support.” “In addition, we are proposing to reduce cloud infrastructure and support functions as we wrap up cloud migrations.” Groupon is also closing its Australia Goods business, more than a decade after launching there in the first place. Finally, Groupon said that it will “rationalize” its real estate footprint to be more in line with hybrid work. “Over the past few years, the number of Groupon shoppers has fallen sharply,” adds TechCrunch. “According to Statista, 22.2 million visitors to the company’s site purchased at least one offer in Q1 2022, down from nearly 54 million in Q4 2014.”
The report notes that these cuts aren’t as large as the ones made in 2020 when Groupon said it would lay off or furlough 2,800 employees following the COVID-19 pandemic.
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Liu compared a potential conflict in Taiwan to Russia’s invasion of Ukraine, saying that while the two conflicts are very different, the economic impact to other countries would be similar. He encouraged political leaders to try to avoid war. “Ukraine war is not good for any of the sides, it’s lose-lose-lose scenarios,” Liu said. Liu said an invasion of the territory would cause economic turmoil for China, Taiwan and Western countries. He said that TSMC sells chips to consumer-facing Chinese companies that need the company’s services and the supply of advanced computer chips. “How can we avoid war? How can we ensure that the engine of the world economy continues humming, and let’s have a fair competition,” Liu said. Further reading: US To Stop TSMC, Intel From Adding Advanced Chip Fabs In China
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The announcements came as Robinhood released its Q2 2022 earnings information a day earlier than scheduled, reporting total revenue of $318 million over the three months, which is 44 percent lower than the same period in 2021. In April, Robinhood said it planned to cut 9 percent of its full-time staff, but “this did not go far enough,” Tenev said. The company had staffed up assuming that the increased trading after things like the GameStonk phenomenon and bullish crypto markets would carry into 2022 but has run into the headwinds of inflation and the so-called “crypto winter” that are affecting other companies. Those who are affected by the cuts will be able to stay at Robinhood through October 1st at their regular pay and benefits alongside a severance package, Tenev says.
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Revenue dropped to $122.1 million. Analysts polled by Bloomberg expected revenue of $123.25 million in the second quarter. Net quarterly loss of $1.062 billion compared with a loss of $299.3 million in the same quarter of last year. The quarterly loss is almost exactly twice the company’s revenue in the last 12 months. As of June 30, the carrying value of the company’s 129,699 Bitcoins was $1.988 billion, the company said, reflecting the cumulative impairment loss of $1.989 billion. The cumulative amount is now more than Bitcoin on the company’s balance sheet. “MicroStrategy’s original strategy and consulting business needs full-time attention,” said Henry Elder, head of decentralized finance at Wave Financial. “Now Michael can focus on what he does best, promoting Bitcoin. And the company can focus on making more money to buy more Bitcoin. They are basically doubling down.”
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