Without these incentives housing supply would be even lower. The incentives are designed to encourage the creation of additional housing units. Without liquidity in the space new housing creation would stagnate.
Electric cars are still far too small for taller than average families to drive. Until there's a viable SUV alternative for 4 6ft+ adults to fit comfortably I don't think electric will take off in the US.
How can you build social trust when there is no commonality with your neighbor? Without some commonality of principles how can I trust that any social contract would be recognized or understood. How do people flourish in that environment?
How can there be "no commonality" when you're both human? Like oh no, these people have different arbitrary preferences to me and so we've got nothing in common?
This is a bad-faith argument. I have heard it throughout council hearings on housing in my city. NIMBYism itself is a prime example of greed and I don't see how it's any different.
Why do you have to be able to "maintain quality of life?" How do you define "quality of life?" For whom must this be maintained?
The quality of life for the people who currently have no place in the city to live is pretty bad, building 3000 more units will dramatically improve QoL for them, so a net gain regardless of the negative impact on the 269 existing tenants of Escala, right?
The federal government no longer allows "those solar panels are unsightly" to be considered for quality of life, so there's some progress. This shadow nonsense sounds like it's being rejected, too.
Bring on the developer greed, so long as they don't cut corners.
Some of my teams were fully remote about eight weeks in 2020, while others have been remote the entire time. I don't believe in full RTO, just hybrid.
1. The last few years have demonstrated that projects with teams that are primarily remote require a higher degree of project overhead staffing. I think this is most evident with very small teams. For example, it's fairly easy for a small internal tool team to coordinate their work without a project manager, design, or business analyst if they are in close phyiscal proximity. The struggle is when you distance that team from larger products/project. Even in the minimal case creating visibility for that small team into larger workstreams requires overhead itself. With the macro environment and with leaders being forced to tighten the belt, this is less and less possible. All communication has to be structured fully remotely. That structure requires management.
2. I've found about 20% of people have the ability to maintain a professional work environment at home. I'm constantly seeing in meetings where highly compensated employees are providing childcare during working hours. I'm all for flexibility, but it becomes a distraction.
3.Junior employees have little to no ability to develop skills from seniors. I have hired entire classes of employees in software engineering roles that started in a fully remote environment, realized they weren't learning anything, and then came to work in a hybrid setting.
Not that I’m particularly defending RTO. But specifically on the daycare thing. No. They offer you a large salary and let you choose and organise what works for you. Not deciding for you and staffing some daycare as an afterthought on the 3rd floor or whatever :)
IMHO most “perks” are just someone else spending your money for you.
I am sorry, but maybe you didn't understand where I was coming from. I think that having someone else bring up your children because you're forced to be present at an office is absolutely insane. I don't understand how we got to a point where it's considered normal.
I also think that the least that your employer could do is facilitate a place for your child to stay close by and be taken care of, so you can be able to spend your breaks/commute with them, take immediate action if they get sick/hurt, etc.
Why the employer? Because good luck organizing with your co-workers to rent a place suitable for daycare in/close to your office building and hiring personnel to staff it. I wonder what salary should they offer me to make this more feasible than sending a CV to a remote-first company instead...
> 3.Junior employees have little to no ability to develop skills from seniors. I have hired entire classes of employees in software engineering roles that started in a fully remote environment, realized they weren't learning anything, and then came to work in a hybrid setting.
How often were they mentored by senior engineers? Daily meetings? Weekly?
Who developed the training program? Who wrote the documentation?
You can basically tell which neighborhoods were historically filled with "the wrong kind of people" by comparing the relative quality of Boston's light rail lines...
Drawback to that first one - Everyone asking if you play basketball. Especially obnoxious during junior high - No, I just put on like two feet of growth, I'm lucky if I can even figure out where my feet are, to say nothing of running with them.
I have first hand experience interviewing developers via Zoom who are trying to mime the audio from a speakerphone on their end with someone answering questions.
