nroach

I've also found that the extension configuration isn't very durable. I wound up having to re-do the arcane setup process semi-annually on each device or my searches would 403. Eventually just gave up. Brave search seems to work just as well.

For me, this feature is worth the price. Especially if it means my save history isn’t just sold to adtech as it is with some free services.

Some companies supply that information voluntarily. Experian (iirc) even has a product offering that ‘helps employees qualify for loans and demonstrate stable earnings’ if the companies will just only send them payroll history. So it may not have been scraped necessarily, just “shared” in the ordinary course of business.

How do you avoid bird strikes? At least near me, seabirds +180mph ground effect seems problematic

Having gone through this myself recently, it should not apply to parents attending events, if they are just a passive attendee, such as being in an audience for a school play. It does apply to any administrator, employee, or regular volunteer. Iirc the regular volunteer part has a number of hours of total volunteerism over the course of a year that is relatively low so if you are helping out with any frequency then yes, this probably applies.

> Ad-free premium search is already an option with Brave Search

Is the premium search ad-free in the sense that no user-derived data is utilized or extractable for advertising purposes?

Or is it ad free in the sense that no ads are displayed to premium tier users, but user data can still be an input for ad measurement, conversion, and modeling?

Even if ads do not appear on the product, it doesn’t mean that the data isn’t used to drive ads revenue. Are these addresses used for conversion measurement?

When I was in private practice at a small firm, I would often take care of things like this at no charge for good clients if I could knock it out in a few minutes. It's the old "ounce of prevention" bit. Not every engagement with a lawyer has to be a "nuclear option."

That said, at a big firm, lawyers often don't have that flexibility.

Some people choose to serve on juries out of a sense of civic responsibility and don’t seek exclusion.

This would be amazing if eGPU drivers were developed.

Also this is magnified with many kids out of school. With reduced child to parent transfer those that do need to go in to the office may have less background infectivity. When my kids were in elementary school I had more sick days in a year than the ten years prior combined.

Some people that work early-shifted days do so because they have child care obligations. Many day cares charge by the minute for late pick-ups. So an abrupt departure may not be 100% attributable to laziness. Failure to communicate those constrains ahead of the meeting very well might be.

Is the CPM assertion supported by data? Does it factor in incentives at the federal level that are subject to sunset provisions? Does it include local incentives that are inconsistent when looked at across the entire US? (ie: CA vs TX) Is it utilizing a normalized cost structure for maintenance (hourly labor rate, for example) which is also highly variable geographically?

Not true. While hurt feelings isn't the legal standard, it doesn't have to rise to firing or hiring impact either.

The ADEA standards apply to age discrimination. The ADEA prohibits requiring people to work in a discriminatorily hostile or abusive environment. … The standards for assessing a hostile work environment claim under the ADEA are analogous to those utilized under [Title VII]. … Thus, the ADEA is violated when the workplace is permeated with discriminatory intimidation, ridicule, and insult … that is sufficiently severe or pervasive to alter the conditions of the victim’s employment and create an abusive working environment.

Citation: Murtha v. New York State Gaming Commission et al, 17-cv-10040, 2019 WL 4450687 (S.D.N.Y. Sept. 17, 2019)