And once they enable "Recovery Key" on your iCloud account, Apple will never let you back in no matter what you do.
2,256 karma · joined January 13, 2015
And once they enable "Recovery Key" on your iCloud account, Apple will never let you back in no matter what you do.
- Using a very long passcode? (Harder to shoulder surf)
- Using a third-party password manager instead of keychain (something with its own master password independent of Apple ID); in fact you could store intentionally wrong passwords in keychain as a decoy, heh.
- Configure financial apps to disable passcode authentication, requiring their own password/2FA on every login (this becomes inconvenient though... wonder if they can be configured for FaceID only without passcode auth)
- Some process (doesn't have to run on the phone) for rsyncing iCloud content to another service or NAS.
Sir or Madam, you question my good faith!
There is already plenty of precedent for overly lopsided/one-sided contracts not being valid/enforceable (and indeed many noncompetes actually aren't valid for exactly that reason), so I would have no problem with a law that makes the standard explicit, rather than relying on litigation and jurisdictionally variable case law to sort it out as happens today. Compared to a blanket ban, requiring employers to pony up some "fair" cost and to weigh that against the benefits to them of a noncompete may actually be better for workers overall.
I like my non-compete. I'm a highly paid professional with rare skills/experience, I negotiated hard on my employment contract with multiple rounds of edits in consultation with my employment attorney, I will generate and be exposed to valuable trade secrets during my employment, and I look forward to being paid millions of dollars to sit on my ass for a couple of years if/when I eventually leave.
Should it be banned? Seems fair to me. Or you just mean noncompetes that don't include monetary consideration, or which don't establish protectable interests? In many jurisdictions those are already unenforceable.
One point of inspiration here is my experience that many researchers and data scientists in industry, while fastidious about the in-sample/out-of-sample distinction for the predictive "core" of their model (i.e. the regression or the ANN or whatever), are often less conscious of the same distinction for all of the feature-preparation steps and prediction transformations that may precede or follow that core in their over-all pipeline. For example, before fitting your regression or whatever, you might z-score some of the predictors, and when you later apply that now-fit regression to make predictions on some held-out data, you really ought to z-score the held-out feature values using the same means and standard deviations that were "learned" at fit-time (they should be considered part of the "state" of your model). But this is often inconvenient or overlooked by practitioners, who might naively z-score the held-out batch using its own means and SDs, before feeding it to their trained model.
But if you imagine receiving the held-out data not as a batch, but as a stream of observation one at a time, and needing to generate a prediction for each as it arrives, it's clear that this is not correct! (As you make each prediction, you can't know what the held-out batch's means and SDs "will be".)
So with Frankenfit, I wanted to make it easy to write end-to-end data modeling pipelines where this distinction between fit-time and apply-time is baked in all the way through the intermediate transformations, be they z-scores, winsorizations, imputations, or whatever. And it turns out that this can also make for very elegant expressions of common resampling workflows like cross-validation, hyperparameter search, sequential learning, and so on.
[1] https://www.amazon.com/Story-Earth-Billion-Stardust-Living/d...
Wait, are you the one posting all these pro-rat posters? [1]
https://troglobit.com/projects/editline/
See also the note at the bottom of that page about other versions of editline/libedit.
I agree I don't think it's fair to "hate" on the college-indebted, but I can also see an element of unfairness to debt relief and can understand why someone like that bartender would not be so happy about it.
Usually the way it works is that when you resign, the employer has a fixed amount of time (specified in your contract) within which to decide whether to exercise the noncompete, and for how long (i.e. they could elect a subset of the maximum term in your contract), and once exercised, they can't change their mind. If you violate the noncompete, they'll of course stop the payments, possibly claw back payments, keep your deferred comp (which they are holding over your head during the noncompete), possibly reset the noncompete clock (so you have to start waiting all over again), and possibly sue you. Details will vary, but broadly that's my experience.
Some consider it one of the major perks of the industry, assuming you become important enough to have it exercised on you, and would be sad to see them banned. Firms consider it money well spent, which makes sense when you consider that investment strategies have no real protection as intellectual property... copyright is only narrowly useful, patenting would mean disclosing, and so at the end of the day they are just trade secrets, which can really only be protected by nondisclosure and noncompete agreements.
[1] https://slate.com/technology/2021/01/trump-twitter-ban-follo...
Funny enough the children's "telephone game" is, in many Commonwealth countries, apparently called "Chinese whispers," at least according to my Londoner colleagues.
[1] https://www.amazon.com/Big-Cats-Their-Fossil-Relatives/dp/02...