Almost no companies that allow work from home are forcing you to work from home. You have always been free to come in those 2-3 days whenever you want, no?
It's reasonable if they already have an office where you live, and the office comes with perks (e.g. good food, gym) that save you the time you spent commuting there.
Relocating without even having a fixed contract from day 1, just to be able to go to the office, is a bet many (talented) people won't be willing to take these days.
It's downvoted because the rationale doesn't make sense logically, and also it implies that forcing people to do things that don't work for them is OK. It's not downvoted because the parent gets a benefit personally from being in an office.
I take 5000 daily as a maintenance dose. Bloodwork has been basically perfect since I started doing that. If you are deficient doctors often prescribe a massive daily dose like 20000-30000 to get back to normal then drop down to a maintenance dose.
The nice thing with vitamin D is that you can actually check its level in bloodwork. The normal range is often considered to be between 50-125 ng/mL with below 30 considered deficient and above 120 or so considered too much.
I highly recommend people stay on top of this particular vitamin. In addition to evidence that a deficiency significantly affects your immune system functionality, it’s also uncomfortable. My spouse has been deficient in the past and experienced hand cramps, back spasms, muscle aches etc.
It’s fat soluble so it takes a few weeks to get it back to normal after supplementation
Vitamin D deficiency has also been linked to cancer, specifically colorectal IIRC. Also people who had D deficiency were more likely to have problems with COVID.
Adding on this point, in my research I found blood serum testing to be wildly imprecise.
The conclusion of my study was that we should do more studies where we take regular blood level samples and adjust dosage to achieve a certain average level (near the upper level of the range).
5000IU D3 (D2 is about 1/3-1/2 as effective at raising blood serum levels) is a good starting point.
Muscle cramps/spasms are a lot more than just vitamin D.. electrolytes are important.. If they have been deficient in vitamin D, chances are they are also deficient in electrolytes as well.
The U.K is not doing anything innovative that creates jobs and wealth. Instead the U.K. focuses mostly on housing wealth and building a property empire. This is evident with a govt that’s hell bent on stoking demand…after so many years they’ve only just stopped “right to buy”!!
If we want higher salaries then the uk needs to start creating meaningful and impactful products that other countries want…
Back when he was still considered quotable, Dominic Cummings often mused about the UK's future post-Brexit. I seem to remember his blog mentioning data science and drug research as possible areas where UK could build a global advantage.
I can't be bothered to wade through it all but if you're interested his (old) stuff is here: https://dominiccummings.com
> “I’ve decided to raise the bar on performance management and move out low-performers faster,” Chief Executive Officer Mark Zuckerberg said in the memo. “We typically manage out people who aren’t meeting expectations over the course of a year, but now we’re going to do more extensive performance-based cuts during this cycle.”
I can't imagine working for someone that sends out a memo like that. But, I say that as someone that’s never worked at Mega cap. Maybe my view changes if I was working for Meta. Dunno.
or maybe thats the point of the memo? Soft lay-off?
I can. Meta is a huge company. I'd want them to cut the slackers. I hate lazy co-workers. Only reason to worry or be upset is if you-yourself, are a "poor performing employee".
>“We typically manage out people who aren’t meeting expectations over the course of a year, but now we’re going to do more extensive performance-based cuts during this cycle.”
I would assume the managing out people is dealing with the slackers. The idea that "x% of our workforce is underperforming and should be let go" on a regular basis (5-10% every few years seems to be the current trend) on top of that is a fun thing re-emerging in tech where these companies think a hard internal focus on performance will result in the best employees sticking around and them hiring 'performance focused' engineers.
The inevitable result is the next wave of companies to get back on the 'we treat our employees like humans and care about your wellbeing' will hoover up all the best of the new and recently disenchanted and highly capable experienced engineers and developers while those with the highest threshold for abuse are the ones actually retained in these companies.
As Microsoft, IBM and numerous other organizations have shown, stack ranking is one of the worst ways to assess who to cut. It solves the C-suite issue of cutting the headcount quickly to satiate shareholders, but doesn't solve the manager's problem of making cuts in a way that allows performance to remain high.
