understanding approaches to successful technology integration requires educators to develop new ways of comprehending and accommodating this complexity.

As a matter of practical significance, however, most of the technologies under consideration in current literature are newer and digital and have some inherent properties that make applying them in straightforward ways difficult

a supportive community on Wattpad, an online publishing app. She begins writing her own fanfiction on there, gaining a following and confidence.

Connected learning is realized when a young person is able to pursue a personal interest or passion with the support of friends and caring adults, and is in turn able to link this learning and interest to academic achievement, career success or civic engagement

The SAMR model truly covers the entire spectrum of tech integration. Every lesson, activity and designer has an entry point and those at the highest levels can be continually challenged to redefine learning.

Besides, this will just end up being reported as a security bug to the security list if left as is, cause docker will eat up all your disk space due to a single call site flooding STDERR forcing logs to grow forever.

LoD = LoB + 1.645(SD low concentration sample)

The key to successfully creating reusable components using both render props and scoped slots is being able to correctly separate behavior from presentation. Each time you create a new UI component, think “What is the core behavior of this component? Can I use this anywhere else?”

In your environment you may want to always configure internationalization, routers, user data etc. If you have many different React roots it can be a pain to set up configuration nodes all over the place. By creating your own wrapper you can unify that configuration into one place.

This follows the original vision of the Web as a space for collaboration and not just a one-way publishing medium.

make users the initiators of actions rather than the responders.

As Shneiderman claims, experienced users strongly desire the sense that they are in charge of the system and that the system responds to their actions. As designers, it is our duty to design the system to make users the initiators of actions rather than the responders.

This model is the most flexible and open-ended of the four; your goal as an instructor is not to design a full-fledged semester of material, activities, and assessments. Rather, your goal is to work with your class to design and become a learning community, working collaboratively and individually towards your determined learning goals. For this to work you should have: a set of possible/preferred learning objectives for your classa library of course materials, preferably with as much as possible in digital formata suggested list of digital tools and technologies that you’re comfortable from with a list of possible assignment/project/assessment ideas that are related to your learning objectivesa willingness to experiment and invite your students into the teaching & learning process. At the onset of class you will need to facilitate a conversation among you and your students about how the class will unfold. This can be done in small groups f2f, via an online communication tool, or in a hybrid mix of both. As a community you should plan on addressing the following: what are our objectives as a learning community? what kind of work could we engage in to meet these objectives? what physical/virtual spaces would we like to work in? how/when do we want to meet in these spaces?how do we want to measure (assess) if an objective has been met?what rules and policies should govern our work? how will we work virtually and respect everyone’s boundaries and personal situations? how will we work f2f and respect public health recommendations and personal situations? You will probably need to spend at least the first 1-2 weeks answering these questions together and then designing a plan for your course. Make sure you and your students talk through various complications: what if the university’s policies about meeting f2f change? what if classes are forced to move entirely virtual/remote? what someone (students or professor!) gets sick?

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Finally, these are NOT meant to be comprehensive. Instead, imagine these models along a continuum of opportunity. Your challenge is to determine where your courses could fit between and among the proposals.  

Introducing alias doesn't work in my opinion, I think it is better to think what the best option is than having many options for the same.

Creating and calling a default proc is a waste of time, and Cramming everything into one line using tortured constructs doesn't make the code more efficient--it just makes the code harder to understand.

I have found many uses for this method: here, here, here, here, here, here, here, here, here, here, here, here, here, here, here, here, here, here, here, here, here, here and here.

It’s even worse that there’s no alternative method that does the unsurprising thing IMO.

The "unsurprising" thing here would generally be to maintain the order, for instance, and subtract the first or last instance...

Code doing surprising and slightly nonsensical things... I'm weary now. And that's with ruby being more consistent than most!

I don't think this is a good overload of 'subtraction'1Olivier Lacan@olivierlacan·Jan 14, 2019Yup. I don’t either.

the overloaded operators ¬, =, ≠, and abs are defined

Most of Algol's "special" characters (⊂, ≡, ␣, ×, ÷, ≤, ≥, ≠, ¬, ⊃, ≡, ∨, ∧, →, ↓, ↑, ⌊, ⌈, ⎩, ⎧, ⊥, ⏨, ¢, ○ and □) can be found on the IBM 2741 keyboard with the APL "golf-ball" print head inserted; these became available in the mid-1960s while ALGOL 68 was being drafted. These characters are also part of the Unicode standard and most of them are available in several popular fonts.

Labaree argues that American education has had three goals that have shifted in importance over time: democratic equality, social efficiency, and social mobility. Democratic equality supports the idea that education is a public good, necessary for creating informed citizens.

Any top-level statement (i.e. not inside a block or a function) can be made reactive by prefixing it with the $: JS label syntax.

In Stage 3 of backward design, teachers plan the most appropriate lessons and learning activities to address the three different types of goals identified in Stage 1: transfer, meaning making, and acquisition (T, M, and A).

Can explain concepts, principles, and processes by putting it their own words, teaching it to others, justifying their answers, and showing their reasoning.• Can interpret by making sense of data, text, and experience through images, analogies, stories, and models.• Can apply by effectively using and adapting what they know in new and complex contexts.• Demonstrate perspective by seeing the big picture and recognizing differ-ent points of view.• Display empathy by perceiving sensitively and walking in someone else’s shoes.• Have self-knowledge by showing meta-cognitive awareness, using productive habits of mind, and reflect-ing on the meaning of the learning and experience.

Six facets of under-standing—the capacity to explain, interpret, apply, shift perspective, empa-thize, and self-assess—can serve as indicators of understanding

Effective curriculum is planned backward from long-term, desired results through a three-stage design process (Desired Results, Evidence, and Learning Plan). This process helps avoid the common problems of treating the textbook as the curriculum rather than a resource, and activity-oriented teaching in which no clear priorities and purposes are apparent.

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Promotion of Employees in an Organization Leave a Comment / Blog Contact Promotion or career advancement is a procedure through which a worker of an organization is given a higher portion of obligations, a more significant compensation scale, or both. Advancement isn’t only gainful for representatives but at the same time is exceptionally essential for the business or entrepreneurs. It supports the confidence of advanced representatives, expands their efficiency, and henceforth enhances the general benefits earned by the organization. A Promotion is above and beyond that, a worker takes while working in an association to the extent his/her work, rank or position is concerned. Each association or work environment has a specific activity pecking order structure as per which a worker propels in that association and gets advanced. Promotion isn’t only a prize that a worker is given for his/her proceeded with great execution, however, it is the verification that a business imagines that the time has come to add more obligations to a representative’s current arrangement of duties. There are numerous kinds of Promotion – while some assurance headway in the activity position or rank, others may ensure an expansion in the compensation or pay. In some association, an advancement may bring about a simple change of obligations and duties. Advancing representatives for their greatness in execution is essential to esteem their endeavors and keep their assurance up. Significance and Benefits of Employee Promotions An Promotion isn’t just an approach to add more obligations to a worker yet is a significant type of boosting representative inspiration and assurance. This outcomes in high profitability and keeps your organization from losing its significant and significant workers. There are numerous advantages and preferences of advancing representatives normally for their endeavors, and coming up next are a portion of the primary ones: Perceives and Improves worker execution, desire, and difficult work: One of the most significant advantages of representative advancement is that it causes you to perceive and recognize the presentation and difficult work of your workers and therefore causes them to feel esteemed. At the point when a representative’s endeavors are esteemed, he/she will in general work harder and attempts to improve his/her presentation further which thus works for the business. Advancement likewise improves the desire of representatives and lifts their energy for arriving at their objectives just as the destinations of your association. Lifts inspiration and expands unwaveringness of representatives: A worker who gets elevated will in general feel increasingly enlivened and roused to keep accomplishing the great work, and this is one more motivation behind why advancements are so significant. This expansion in inspiration prompts better efficiency and execution that thusly works in the kindness of your association. In addition, an advancement likewise improves and builds faithfulness among the representatives since they will in general feel a feeling of having a place in the working environment and begin thinking in support of its. Energizes maintenance: When the correct ability is recognized by the administration and opportune advancement is drilled, the meriting and gifted representatives may not be driven away from the working environment. This improves the maintenance of the gifted and skilled representatives and in this manner benefits the work environment much further. By holding top-level specialists and workers, your association forestalls the requirement for recruiting new ability and afterward preparing them once more, along these lines setting aside time and cash. Creates serious soul at the work environment: When the better group individual gets advanced, the other colleagues might be charged and propelled to perform superior to them, and this assists with building up a sound serious soul at the work environment. This sort of a soul is useful for an association since it guarantees great exhibitions all around and consequently a general improved efficiency. Grooms pioneers for the future: When the administration chooses to advance representatives for their difficult work, they are fundamentally perceiving ability and discovering future pioneers. This recognizable proof of future pioneers empowers them to prepare representatives for the future and causes them to investigate their aptitudes and ability further. Preparing pioneers for what’s to come is gainful for the association and assists with improving the general efficiency. Decreases representative opposition and discontent: If workers continue buckling down with no gratefulness, applause, or evaluation, a feeling of discontent and obstruction may manifest, and this may not be useful for the association. This can even cause their exhibition to go down, consequently demonstrating negative for the organization. In any case, inside advancement can assist with lessening worker opposition and discontent. When to Promote Employees? For an association, choosing whether or not a representative is prepared for advancement can be a test. Not all representatives might be prepared for an evaluation or an advancement because of absence of the length of administration, the correct number of accomplishments just as absence of the required abilities and involvement with the given position. An advancement is a significant choice since it doesn’t just include change in rank yet additionally more obligations and duties and thus should be taken after cautious appraisal and assessment of one’s abilities, execution and a few different components, that have been given underneath: Execution — One of the most significant focuses for assessing when is the ideal chance to elevate a representative is to survey or assess his/her presentation over a given timeframe. Length of administration (status) – Another thing to think about for knowing when the worker is prepared for advancement or not is the length of administration. The quantity of years that one has additionally served decides the hour of advancement. Legitimacy and capacity – The legitimacy and the capacity of the individual, is additionally an extraordinary apparatus to gauge the general value of the worker’s advancement. Instructive/specialized capabilities – The instructive and specialized capabilities is additionally a measure or dynamic apparatus undoubtedly. Appraisal of potential – The measure of potential one has in him to act later on or at another position ought to likewise be surveyed before choosing about advancements. Dividing of the advancement and profession length of the individual – Another thing that must be viewed as while considering the advancement for a representative is the time since the last advancement. Preparing – The measure of preparing a worker has been given or the level to which he/she has likewise been prepped goes about as a central factor. The Most Effective Method to Promote Employees Since you realize how to distinguish whether a representative is prepared for promotion or not, the time has come to make sense of how you would advance him/her. Promotion isn’t only the upward or forward reassignment of a representative of your work environment however is an appropriately organized procedure that must stay inside the limits of the association’s chain of command. Consequently, an appropriate procedure of promotion of representatives must be followed which is reasonable for all and one-sided for none. The accompanying given data will assist you with realizing how to advance your representatives: Models and plans of promotion There are a few unique plans and models of promotions. Each association either picks one of these strategies or applies a mix of at least one such model to advance their representatives. How about we investigate the absolute generally utilized and well known strategies: Non-competitive model of promotion Promotions that depend on the standard arrangement of accomplishments and achievements of workers are known as noncompetitive promotions. In such promotions, representatives are advanced once they arrive at a specific achievement in their vocation venture, regardless of variable highlights like execution and devotion, and so forth. These kinds of promotions work flawlessly for all the representatives, and there is no degree for a predisposition or uncalled for examination. Time scale promotion (Based simply on status) A period scale promotion is a sort of a noncompetitive promotion that happens after the individual has spent a norm or fixed number of years working for the association or working at a specific situation in the association. Accumulation of Duties For the situation when an individual must be elevated because of an expansion in his/her remaining task at hand or obligations is additionally a non-competitive strategy for promotion. Adhocism now and again, an association may need to advance somebody without following any approach however just to address the issues of critical or dire occasions or circumstances. Serious model of promotion A serious model of promotion is a strategy wherein workers need to demonstrate their value to managers so as to be elevated to a higher position or position. In contrast to the noncompetitive strategy, this technique considers representative presentation, efficiency, aptitudes, experience, information and other such factors. There is a correlation of representatives based on their difficult work and execution in this model. Legitimacy based promotion – Merit-based promotions are serious kinds of promotions in which an individual is advanced based on their aptitudes, execution, information, difficult work, and capabilities. Legitimacy cum-rank – Merit-cum-position promotions are those sorts of promotions where harmony between the legitimacy just as the status of the individual is remembered before thinking about a promotion. Up-degree promotion or Out promotion This is the sort of a promotion technique where when the measure of boosts in salary without an adjustment in the activity or rank. If there should be an occurrence of Out promotion, a representative looks for work elsewhere as a result of being offered a superior compensation scale. Dry promotion For this situation, a worker is elevated to a higher position yet without an expansion in the pay. Paper promotion Paper promotion happens in government occupations that comprise of a few divisions. These kinds of promotions occur based on the rank of a worker and are the ones where the representative having a place with a parent office is given a promotion by another office from which it gets the climb in pay.

By extension, a situation in which problems continue to arise faster than one is able to solve or cope with them, resulting in piecemeal, incomplete, or temporary results.

Your Show Of Shows

Piketty’s account of the past 40 years is less a story of capital being unleashed (as most histories of neoliberalism have it) than of progressive ideologies running out of steam. The failure of communism played a crucial role in this, producing a new fatalism about the capacity of politics to deliver equality. Globalisation eroded national borders, while “hypercapitalism” delivered concentrations of wealth not witnessed since 1914. In the context of post-socialist ideological cynicism

Prefactoring is the application of experience to the creation of new software systems. Its relationship to its namesake refactoring is that lessons learned from refactoring are part of that experience.

Prismatic gets a percentage of the revenue increase that it generates for publishers, while developers pay a flat monthly fee based on usage, Cross says. It’s still working out pricing for hedge fund API usage. (As a point of comparison, the revenue model for the old Prismatic was the same as the current model for publishers. “We just meant for it to be more like Adsense/Adwords where we ran all this in our own consumer products too,” Cross notes.)

If a screwed up word or phrase is useful and people like it, it becomes a word. Language nazi’s hate this - but it’s true. Dictionary writers love it because it keeps them employed.

As an engineer, it’s important to explore different technologies. It’s important to identify the tools available to tackle problems. And it’s important to expand your horizons because then you can look cool on your CV.

A Bibliography

But it has as an external service several disadvantages which opposed the philosophy of static websites diametrically.

J efferson agreed, after some waver-ing, t o become the first US secretary of s tate i n George Washington’s inaugural a dministration. Beginning his t enure on March 22, 1 79

Sure, all these other answers show ways to not do what the OP asked, but that really screws up the rest of us who searched for the OP's question.

What happens to matter when it undergoes chemical changes? The Law of conservation of mass says that "Atoms are neither created, nor distroyed, during any chemical reaction." Thus, the same collection of atoms is present after a reaction as before the reaction. The changes that occur during a reaction just involve the rearrangement of atoms.

It is not customary in Rails to run the full test suite before pushing changes. The railties test suite in particular takes a long time, and takes an especially long time if the source code is mounted in /vagrant as happens in the recommended workflow with the rails-dev-box.As a compromise, test what your code obviously affects, and if the change is not in railties, run the whole test suite of the affected component. If all tests are passing, that's enough to propose your contribution.

In a rare show of solidarity, both British English and American English spell advertise with an s in all forms.

As an act of defiance, I will only use advertize. I’ve added the word to my spell check. As an American, it makes sense for me to use this spelling since other -ise words use the more phonetic -ize suffix.

14 Essential Functions of the Human Resource Department Leave a Comment / Blog Contact According to Storey (1995), HRM is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques. An efficiently run human resources department can provide your organization with structure and the ability to meet business needs through managing your company’s most valuable resources – its employees. There are several HR disciplines, but HR practitioners in each discipline may perform more than one of the more than six essential functions. In small businesses without a dedicated HR department, it’s possible to achieve the same level of efficiency and workforce management through outsourcing HR functions or joining a professional employer organization. In this article, we will go over the 14 essential Functions of Human Resource departments and explain how they help move the organization forward. These functions are as follows: Human Resource Planning The first function of HR is all about knowing the future needs of the organization. What kind of people does the organization need, and how many? Knowing this will shape the recruitment, selection, performance management, learning and development, and all other HR functions. Human resources planning is similar to workforce planning. Both focus on where the organization is today and what it needs to be successful in the future. Recruitment And Selection Recruitment process outsourcing is the process of captivating, screening, and selecting potential and qualified candidates based on objective criteria for a particular job. The goal of this process is to attract qualified applicants and to encourage the unqualified applicants to opt themselves out. The recruitment and selection process is very important to every organization because it reduces the costs of mistakes such as engaging incompetent, unmotivated, and under-qualified employees. Firing the unqualified candidate and hiring the new employee is again an expensive process. Training and Development Employers must provide employees with the tools necessary for their success which, in many cases, means giving new employees extensive orientation training to help them transition into a new organizational culture. Many HR departments also provide leadership training and professional development. Corporate training may be required of newly hired and promoted supervisors and managers on topics such as performance management and how to handle employee relations matters at the department level. Employer-Employee Relations In a unionized work environment, the employee and labor relations functions of HR may be combined and handled by one specialist or be entirely separate functions managed by two HR specialists with specific expertise in each area. Employee relations is the HR discipline concerned with strengthening the employer-employee relationship through measuring job satisfaction, employee engagement and resolving workplace conflict. Labor relations functions may include developing management response to union organizing campaigns, negotiating collective bargaining agreements and rendering interpretations of labor union contract issues. Compensation and Benefits Like employee and labor relations, the compensation and benefits functions of HR often can be handled by one HR specialist with dual expertise. On the compensation side, the HR functions include setting compensation structures and evaluating competitive pay practices. A comp and benefits specialist also may negotiate group health coverage rates with insurers and coordinate activities with the retirement savings fund administrator. Payroll can be a component of the compensation and benefits section of HR; however, in many cases, employers outsource such administrative functions as payroll. Labor Law Compliance Compliance with labor and employment laws is a critical HR function. Noncompliance can result in workplace complaints based on unfair employment practices, unsafe working conditions and general dissatisfaction with working conditions that can affect productivity and ultimately, profitability. HR staff must be aware of federal and state employment laws such as Title VII of the Civil Rights Act, the Fair Labor Standards Act, the National Labor Relations Act and many other rules and regulations. Recognition and Rewards Rewards & Recognitions are a way of making employees feel worthy of their work as appreciation serves as the best motivation. recognitions and Rewards can be monetary or non-monetary. A task or goal or performance linked to rewards, and further evaluation and reward is usually the cycle.Rewards could be a sponsored vacation, raise in salary, bonus, performance-based pay. Recognitions could be a higher post, job security, growth opportunities, a good work environment, accolades, and offering credibility across the company. Rewards & Recognitions not only motivates employees but also helps to retain them. Long-term advantages of rewards and recognition are – Rewards and recognitions have a direct impact on attrition rates.Performance can be enhanced through rewards & recognitions.Higher loyalty standards can be established.Better teamwork can be best explored.Absenteeism and negative behavior can be curtailed.Employees are engaged and enjoy their work. Health and safety Health & Safety is a prime HR function in the entire landscape of Human Resource Management. Employees spend most of their time at work and to bring them a safe environment, that is amicable and guarded is the prerogative of the organization. Organizations should consider- Safety and health policies according to industry benchmarks.Safety and health training from time to time.Sexual harassment act for women employees.Health initiatives within the company premises. Companies should focus not only on a plush working environment too. From the health perspective, various drives, seminars and workshops are an undisputed need in the interest of the employees. Free health camps and paid medical insurance policies for employee& family are some of the initiatives companies can engage in for their employee health & safety. Maintaining Good Working Conditions It is the responsibility of the human resource management to provide good working conditions to the employee so that they may like the workplace and the work environment. It is the fundamental duty of the HR department to motivate the employees. The study has been found that employees don’t contribute to the goals of the organization as much as they can. This is because of the lack of motivation. Human resource management should come up with a system to provide financial and non-financial benefits to the employee from the various departments. Employee welfare is another concept which should be managed by HR team. Employee welfare promotes job satisfaction. Administrative Responsibilities Another function of HR is its administrative responsibility. These include personnel procedures and Human Resource Information Systems. Personnel procedures involve the handling of promotions, relocations, discipline, performance improvement, illness, regulations, cultural and racial diversity, unwanted intimacies, bullying, and so on. For each of these situations, policies and procedures need to be developed and followed to successfully comply with the requests, or overcome these challenges. Career/Succession Planning As an HR function, succession planning is an initiative towards monitoring and working an existing employees’ growth path such that he can be promoted within. Companies can identify bright and promising employees inside an organization and work on developing their growth path. Employees who feel assured of a promising work environment within the company will not leave. Companies should work out strategies for individual development, engage employees in grooming and challenging activities to develop them towards a higher role.  Showing employees how their personal ambition can align with the future of the company helps to engage and retain them. For the organization, there are the benefits of better succession planning, higher productivity, and a stronger employer brand. Industrial Relations Industrial Relations as a HR function is primarily practised in manufacturing & production units. Unions rule industrial units with a motive that collectively speaks of the goodwill of the employees. A company in the production & manufacturing domain should have prevalent Industrial Relations practises and should continuously engage in talks with unions to maintain an amicable situation. Industrial Relations aims towards a continuous production process, reducing production time and resource wastage, reduce serious disputes including strikes and protests, better and safer working conditions, meeting wage standards and expectation. Industrial Relations if handled sensitively can avoid lawsuits, protests, walkouts, loss of production time, and money.Unionization is still very prevalent in Europe. In 2015, 92% of employees in Iceland were a member of a union, followed by Sweden (67%), Belgium (55%), Italy (37%), Ireland (27%) and Canada (27%). Maintaining good relations with unions will help to spot and resolve potential conflicts quickly and will also be beneficial in more difficult economic times when layoffs or other actions are required. Performance Management Performance management is essential in ensuring that workers stay productive and engaged. Good performance management involves good leadership, clear goal-setting, and open feedback. Performance management tools include the (bi)annual performance review, in which the employee is reviewed by his/her manager. It also includes 360-degree feedback tools in which peers, managers, subordinates, and sometimes even customers review the employee’s performance. These kinds of tools can be very helpful in providing feedback. Ideally, employees should be reviewed on a 360-degree scale, where peers, subordinates, seniors and even customers offer feedback on an employee’s performance. The performance management system is effective in identifying the gaps in performances that can be filled with training and skill enhancement. Performance management system, in the long run, is a profitable affair. Clear accountabilities, better productivity, reduced conflicts, job satisfaction and enhanced productivity levels all, in the long run, materialize to lesser attrition. Function Evaluation Function evaluation is a more technical role of HR that involves comparing various functions in terms of qualification, the quality, and availability of workers, job location, working times, the economic situation, job responsibility, and how much value this job adds to the organization. The idea behind function evaluation is that similar jobs should be rewarded similarly. There are different ways of internally ranking functions: Ranking Method: a method in which subject matter experts rank functions in terms of how much they contribute to the organization as a whole. Functions are paired and raters have to decide which one is more valuable. This is done with all functions and based on the outcome, a ranking is established. Classification method: jobs can also be classified in different categories using classification methods. In this case, jobs are categorized and then ranked within these categories to come up with a ranking. Categorizations can include education, experience, the degree of specialized skills needed to do the job, the degree to which these skills are in-demand, and so on. Points method: jobs are categorized according to the factors the organization believes contribute most to its success. Points are then awarded to each category for every job. These categories can include key competencies, like problem-solving, technical knowledge, communication and influencing skills, innovative capability, business acumen, and so on. These competencies will differ per organization Personal method: in this method, the job itself is not evaluated but the person doing the job is. Here, employees are rewarded based on their personal skills and competencies. Apart from the above, the HR function involves managing change, technology, innovation, and diversity. It is no longer confined to the culture or ethos of any single organization; its keynote is a cross-fertilization of ideas from different organizations. Periodic social audits of HR functions are considered essential. HR professionals have an all-encompassing role. They are required to have a thorough knowledge of the organization and its intricacies and complexities. The ultimate goal of every HR manager should be to develop a linkage between the employee and the organization because the employee’s commitment to the organization is crucial. The first and foremost role of HR functionary is to impart continuous education to employees about the changes and challenges facing the country in general and their organization in particular. The employees should know about their balance sheet, sales progress, diversification plans, restructuring plans, sharp price movements, turnover, and all such details. The HR professionals should impart education to all employees through small booklets, video films, and lectures. I hope this article helped you in finding out what main purposes do the HR have and you found out ways to accomplish those. All the best!

but it launched with a plethora of issues that resulted in users rejecting it early on. Edge has since struggled to gain traction, thanks to its continued instability and lack of mindshare, from users and web developers.

You can add a table of contents to a Markdown file, wiki page, or issue/merge request description, by adding the tag [[_TOC_]] on its own line. It will appear as an unordered list that links to the various headers.

The app was still stuck in beta testing years after its debut, and the creators had to ignore bug reports and feature requests due to the limited resources.

The EARN IT act turns Section 230 protection into a hypocritical bargaining chip. At a high level, what the bill proposes is a system where companies have to earn Section 230 protection by following a set of designed-by-committee “best practices” that are extraordinarily unlikely to allow end-to-end encryption. Anyone who doesn’t comply with these recommendations will lose their Section 230 protection.

Broadly speaking, Section 230 of the Communications Decency Act protects online platforms in the United States from legal liability for the behavior of their users. In the absence of this protection, many of the apps and services that are critical to the way the internet functions today may have never been created in the first place – or they couldn’t have been created in America.

A year’s worth of cajoling back and forth has ultimately resulted in the EARN-IT bill wending its way through the U.S. system, a bill that, if passed, would see messaging services become legally responsible for the content on their platforms. While not mandating backdoors, per se, without some form of probes into message content, the argument runs that the punitive risks become unsurvivable.

there’s a bill tiptoeing through the U.S. Congress that could inflict the backdoor virus that law enforcement agencies have been trying to inflict on encryption for years... The choice for tech companies comes down to weakening their own encryption and endangering the privacy and security of all their users, or foregoing protections and potentially facing liability in a wave of lawsuits.

Once the platforms introduce backdoors, those arguing against such a move say, bad guys will inevitably steal the keys. Lawmakers have been clever. No mention of backdoors at all in the proposed legislation or the need to break encryption. If you transmit illegal or dangerous content, they argue, you will be held responsible. You decide how to do that. Clearly there are no options to some form of backdoor.

Such is the security of this architecture, that it has prompted law enforcement agencies around the world to complain that they now cannot access a user’s messages, even with a warrant. There is no backdoor—the only option is to compromise one of the endpoints and access messages in their decrypted state.

As EFF has warned, “undermining free speech and privacy is not the way to protect children.”

Despite its opposition, EARN-IT is the clearest threat yet to end-to-end encryption, given this clever twist in pushing the onus onto the platforms to avoid transmitting illegal content, rather than mandating a lawful interception approach.

“not only jeopardizes privacy and threatens the right to free expression, but also fails to effectively protect children from online exploitation.”

Tiring of the privacy and safety debate, those behind EARN-IT have proposed making the platforms responsible for the content they transmit, encrypted or not. This would mean, as explained by Sophos, that tech companies “either weaken their own encryption and endanger the privacy and security of all their users, or forego protections and potentially face liability in a wave of lawsuits.”

The Digital Millennium Copyright Act (DMCA) has notable safe-harbor provisions which protect Internet service providers from the consequences of their users' actions. (Similarly, the EU directive on electronic commerce provides a similar provision of "mere conduit" which, while not exactly the same, serves much the same function as the DMCA safe harbor in this instance.)

The US president has claimed the social media platform is "interfering in the 2020 presidential election" and "completely stifling FREE SPEECH" after it added a warning to two of his tweets on Tuesday.

All Telegram apps are open sourced and the company itself is not for profit, however, their backend is not open source which has raised some eyebrows.

Unlike Telegram, WhatsApp is not open source, so there’s no way for security researchers to easily check whether there are backdoors in its code. Not only does WhatsApp not publish its code, they do the exact opposite: WhatsApp deliberately obfuscates their apps’ binaries to make sure no one is able to study them thoroughly.