Scrape, fill, prime, paint.

Scrape the raised area with a razor blade. Block sand it with 80 grit, hitting more than just the bad area.

Cover with a thin coat of wood filler, using heavy pressure to force the filler into the fibers. Once that dries, block sand again with 120 grit, then once more with 180 grit. Make sure you sand beyond the patch to blend the repair into the rest of the sill.

Thoroughly clean the dust. Apply two coats of primer to the full sill. Once dry, sand lightly using 220 grit, without a block.

Clean up any dust, then paint.

You'l have a smooth sill with no signs of damage.

Number 1 is a little weird as most people wouldn't be able to name many founding principles of the united states. It's something that's still debated. Hell, the founders weren't even in agreement on them.

Number 2 is worded strangely, but isn't too bad. It's like asking how you made concrete improvements at your last employer and how you can utilize that with the new one.

Number 4 isn't bad. It could be from any application at any company.

Number 3 is freaking bonkers. Think about applying for a job as a park photographer at Disney and being asked how you'll help fulfill the CEO's direction to make another Star Wars sequel. After being asked to name the priorities to begin with.

He also didn't say anything that warrented an apology.

Attacking someone who is widly regarded as one of the nicest people on the planet. That will surely be enough to distract everyone from the Epstein files and make them all forget that the president is a sexual predator.

Every year, we do an employee survey to see how management is doing; like a report card for management. In the last 3 years, mine has come back with the highest company scores for employee engagement, job satisfaction, and project completion rate. I was asked to give a presentation to the other officers and managers about things I do to get those scores.

The presentation was basically one slide that I expanded to 10. It came down to creating the expectation, for the folks who report to me, that a work week is 37.5 hours (our full-time week) and no more. I make it clear that if my team is working overtime, I've failed. If that happens, together we look at their project commitments and reduce the workload, or get training, or whatever is needed.

Working folks to the point of burnout is NEVER a valid solution. Respecting personal time pays dividends to everyone. It's amazing how treating people like adults makes them happier and more productive. It's such a low bar and yet seems so foreign to people.

After my presentation, multiple execs argued thar I'd get more done if I pushed my team harder. Our company President pulled up all of our project completion rates, and asked them to explain the discrepancy. The three who complained the most about my approach were in the bottom five.

Data continually shows people are happy when they have a solid, predictable, work life balance. Happy people are more productive and are willing to do more in the long run. And they stick around, so you don't have to keep looking for new employees. Everyone wins. Yet, there is such a resistance to it by certain people, and I don't understand why.

Tldr: Expecting your people to give up their personal life for work, it's a clear sign that you are a terrible leader.

And that somehow makes it better?

My guess, and it is just a guess... it's a storm water control system being used as a basement drain, possibly flowing into the sewer line.

I've seen older houses where someone cut into the basmeny floor directly into a sewer line to put in a basement drain.

Based on you saying water was in there when it was raining, someone might have cut into the storm water mitigation line for a basement drain. Then someone tiled the floor and put a vent over the hole because that's what they found that fits.

With older houses, a lot of times, the storm water system was tied directly into the main sewer. If that's what this is, I'd be concerned about sewer gasses coming up from it.

Again, with only seeing one picture, it's just a guess.

Edit: It could also just be a cleanout for the storm water drain too.

Me too, but it has nothing to do with Facebook. Don't kink shame me.

"The government" is multiple agencies and departments. There is no single computer system, database, mainframe, or file store that the entire US goverment uses. There is no standard programming language used. There is no standard server configuration. Each agency is different. Each software project is different.

When someone says the government doesn't use sql, they don't know what they are talking about. It could be refering to the fact that many government systems are ancient mainframe applications that store everything in vsam. But it is patently false that the government doesn't use sql. I've been on a number of government contracts over the years, spanning multiple agencies. MsSQL was used in all but one.

Furthermore, some people share SSNs, they are not unique. It's a common misconception that they are, but anyone working on a government software learns this pretty quickly. The fact that it seems to be a big shock goes to show that he doesn't know what he is doing and neither do the people reporting to him.

Not only is he failing to understand the technology, he is failing to understand the underlying data he is looking at.

I get why people are upset by the headline. It is written to provoke anger. Unfortunately, anger at the wrong issue.

I understand the argument that a large company can absorb the cost of workers they don't currently. Though it's unrealistic to expect them too.

I lived in the Quad Cities for a number of years. A large majority of people I know, both family and friends, worked for either Deere or Case IH - until they closed the plant in East Moline.

Layoffs are a yearly thing. Deere, Case, Caterpillar, they all hire a bunch of people in the beginning of the year and lay them off towards the end. It's typically around August or September, and they announce it in July. Everyone in the Quad Cities knows it. It is expected. Sometime early next year, they are going to hire these jobs back. The people who take these jobs go into it knowing this is going to happen.

It can suck being let go and some people might struggle with it. Those who are used to this cycle treat it as a well-paying seasonal job. Many already have something else lined up. This is only a single, anecdotal, data point, so take it with a grain of salt... one of my uncles works for Deere and is a bus driver for one of the school districts. He knows Deere is going to let him go by fall so he has the driving job for the rest of the year. In spring, he will go back to Deere.

Perspective is also important. Deere has somewhere between 80k and 85k employees. They are laying off < 1000 based on this story. That's the equivalent of a small, 80 person company hiring 1 person to get through the holiday season, then laying them off in January. Next year, they will do it again.

Headlines like this are nothing more than a distraction from real issues. For example, why does any company have multi-billions of dollars in profit to begin with? It just means they are charging more than they need to. The farmers who buy Deere equipment then have to charge more for their produce. Which means the stores have to charge more. Which means we pay more for our food. Deere's profits are leading to higher food prices for everyone. To me, that is more of an issue than 1/80th of their workforce being in a hire/layoff cycle.

It would take a lot to convince me that they haven't been discussing this for years and have been waiting for the right time. The market is now loaded with others to do the delivery, which was probably one of the considerations. I'm sure another was how to announce it where they can blame someone else; at least to the point of ensuring some will defend them.

The minimum wage increase is their excuse. What they are doing is outsourcing their delivery to a 3rd party (GrubHub, Uber eats, etc). They wont have to pay them anything, the customer will. They are decreasing their head count, payroll, insurance, taxes, benefits, etc. They will lose some sales, but that wont even be close to their cost savings. They will easily make more money while selling their product at the same price. Any business would love to be in the same position.

I like some of the concepts of agile and scrum. Two week sprints rather than multi-year projects. Faster turn around on bugs. Having a prioritized backlog so we know what we are doing next. Small standups to get ahead of blockers. Spending less time documenting everything and more time developing. You don't need a PM or scrum master in those things. A good team lead can do it. If the PM needs an update, they can look at the board.

A lot of the crap that gets add in to it is so freaking useless. There is an AVP at my company that keeps pushing everyone to sign and share team agreements so "there can accountability." It's so cringy. If someone is getting stuff done, do you really think having them sign something saying they will do it is going to help? If someone is getting stuff done, then it isn't going to change anything. It's infantalizing. So much of it is micromanagement and lack of team trust.