About a year ago I published the first version of my Farm Data Relay System project, which uses ESP-NOW to connect to devices linked together in a series. My goal was to create an easy way to handle data from any number of remote sensors without needing to worry about connecting to a WiFi access point. The original system achieved this using three different sketches for devices that could be linked together in a modular fashion to transport the data. Information on this is, at the time of posting, still what is covered in the project's Github readme.
However, a couple months ago I took up a challenge from a mentor to simplify it even more, and I hope I've done that.
Instead of multiple sketches for terminals, repeaters. and gateways, I now combined them into one configurable sketch. The Gateway2000 sketch has configuration options to decide how to route data based on where it was received from. It can receive ESP-NOW data and send via serial (using json). or send it to another ESP-NOW device. The same sketch can be reconfigured for another device to take the serial data and send it via MQTT. It cannot, due to channel issues, receive ESP-NOW and send via MQTT from the same device. I've also included support for LoRa PHY as an interface option, though I've barely had a chance to test it.
I also added a Sensor2000 sketch, but haven't been able to test it much either. The "fdrs_sensor.h" file should allow users to send data to FDRS from within any sketch.
Thanks a lot for reading all of this. The documentation is still pretty lacking for the new sketches, but if anyone decides to try them out, please let me know what you think. I'm a farmer, not a systems engineer, so all advice is heavily appreciated.
So the way I archived my photos became a mess. Now I completely restructured all my photos and folders in a much better way. I wanted to just import everything in a new catalog in Lightroom, but in this way I'd lose all my edits made to photos using the existing catalog.
Is there a solution for this? E.g. if I import all the new folders in the existing catalog, would Lightroom automatically detect the new location of the existing photos in the catalog and restructure it accordingly?
Any advice here would be highly appreciated!
any one else hear that the inventory and pog teams will only have 2 full time tms each, beginning in march? the rest , if any, will be part-time. This is based on P5 and currently 6 people per.
anyone have more info on this?
This is one of the most baffling moves that I can recall from a roster standpoint.
Graham was signed in 2020 to a two-year, $16 million deal with $9 million guaranteed. Last season he had 50 catches for 456 yards and eight touchdowns, but it seemed as if he would be looking for another new home with the emergence of Cole Kmet, who so far this year has nearly equaled his total production from last season, even with the current state of the Bears offense.
Instead, the Bears converted $5.8 million of Graham's salary this year into a signing bonus and added four void years, so even though Graham won't play for the Bears next season, he'll be on the books for $4.6 million. He could have been cut this offseason for savings of $7 million, but the Bears chose to restructure his contract to keep him.
Here are Graham's highlights so far this season:
-
One catch against the Rams for 11 yards on two targets
-
Another target against the Cleveland Browns, no catches
-
Named a captain when the Bears faced Graham's former team Green Bay, a game where he recorded no catches on no targets
-
Plays only 18 snaps a game on average
-
Currently on the COVID-19 list, though he is vaccinated and complained he was "forced" into getting it
Because of his move, Graham will account for 36% of Chicago's dead money charge next season.
Before Winter Break, our coach informed us on the start of Track and Field in the second week of January (if Omicron doesn't shut everything down). I decided why not try out for the mile, so I hit the track. I planned on running 4-5 miles a day 6 days a week, but on the first 2 days I decided to run 1 mile, and I had massive improvement. On the first day I had 8:25, the next I had 8:05. I then decided to continue with 1 mile. I had staggering progress, jumping to 7:55, 7:50, 7:35, and so on. I did this 1 mile of running 6 days of week, accompanied with a warm up of stretching and a quarter mile walk and a cool down of a quarter mile walk and 30 push-ups, 45 squats, and a 1 minute plank in intervals of 10, 15, and 30. Before this, I didn't do any running but was working out since August. I feel like this showed when I first started running, at the end my muscles felt perfectly fine but I was extremely tired. After the last two weeks of December, my mile time is around 6:50, jumping around from 6:47-6:53 this entire week. My legs are killing me after runs now, and I'm still tired of course. The coach said that people trying out for the mile will need a mile time of at least 7:00, so I was hoping for a mile time of at least 6:45 by the middle of next week, but I'm starting to be doubtful. How should I rearrange my training?
Yesterday they announced at my job that they had assessed the pay scales and were going to increase our pay to the next scale up. We went from a $16.10 minimum to an $18 minimum. So a decent amount. We were pulled into the office one by one and told how much we were getting. I have been at this company for 4 years now and tried my hardest to get "out of guideline" raises. At this point I have had 2 of them each a dollar an hour so I am making 18 already. When I was pulled in to the office I was told I got an $0.18 raise.
After talking to my coworkers I found out all of them are now making $18 dollars an hour and I am making just $0.18 more. There are 2 people that have been here a month and are now making essentially making the same amount as me. I didnt get to keep my progress with my raises, I have no motivation to keep working hard, and I am very close to quitting because that's some BS. This also didnt reset our review dates so I dont have another review for 8 months. In that time the 2 new workers are going to have a 6 month review and be paid more than me. They also did not give some people the raise to 18. They are making what they did before even if they have been here a while. I was told to be happy that I got a raise? I dont know.
Anyone got any advice for me? Anything to help me get more pay or to help me have leverage? I dont know, I thought I was at a good company but I'm not so sure now.
My cousin shared it with me.
I think it emphasizes how police are not trained to prioritize deescalation.
Reminds me of the story about a WV cop getting fired for not immediately shooting an armed suicidal suspect.
I have a graduate degree in Museum Studies and found work with a local museum after graduating. I've been making 50K (salaried position) for the past 2 years and counted myself lucky for a time since before completing my degree I was making about $15/hr in retail part-time. By all accounts and yearly reviews, I've done a fantastic job but have seen no merit-based raises which was of course attributed to the pandemic and struggling non-profit field.
My positions' counterpart in another department has seen major turnover in the last 2 years, and I have been made to pick up their work in the time the position has not been filled. I finally drew a line in the sand and said that the work was unsustainable. That was about 6 months ago. My supervisor (Executive Director) said she would immediately see about having a job audit since positions have changed so much these past couple of years.
Today I got pulled in to meet with her, she did not mention this meeting would also include our HR person. They proceeded to tell me my position was being restructured, I would become an hourly employee at 32 hours per week at $28/hr. She said this is reflective of my current salary.
As some background information, both I and my counterpart were struggling with our workloads and decided to chat about getting raises. She did some digging and found out that California has a minimum salary wage, which moved from $50,000 in 2020 to $54,000 in 2021. We found out in June, and immediately alerted our supervisors so they could provide us backpay. We of course did not get raises on top of this required adjustment, although we asked. It was understood that the minimum salary wage would increase further in 2022. This brings us to today.
They (museum) clearly did not want to pay me more so they made me hourly. We just hired on two folks for hourly positions at $30/hr, so I'm apparently less valuable at my $28/hr. I'm furious but I need to plot my next move.
I was confronted with the " do you have any comments or questions" at the end and said that I would need to digest the information and get back to them. Any feedback or ideas of what I might say to them, or strategy for wage negotiation (I don't want to continue to work here but I need some time to get applications out) would be greatly appreciated!
How can I set it up so I’m only using real free agents and no generated players? And if possible, how can I draft from the leagues that feed into mine, with no fictional players? Playing on 21.
I live and work in San Francisco, and have been on a medical leave since late October. A colleague and friend informed me (although she was told not to inform me) that when I return, I will be reporting into a different manager than when I stepped away for leave. This new manager is in a lower role within the organization, thus making this seem like a demotion. I reviewed the pinned post re: at will employment, but this felt like a bit of a grey area so wanted to ask. Thanks in advance for any insight.
My cousin shared it with me.
I think it emphasizes how police are not trained to prioritize deescalation and in many cases prioritize officer safety over citizen safety.
Reminds me of the story about a WV cop getting fired for not immediately shooting an armed suicidal suspect.
