How does XG technology get 20X transmission rate?

Jerry Avins <jya@ieee.org> writes:

> Randy Yates wrote:
> 
> > Jerry Avins <jya@ieee.org> writes:
> >
> 
> >>[...]
> >>What a crock! [...]
> > Hey Jerry, I'm glad you commented on this, too, and I agree with you,
> 
> > although my conclusion was a little gentler. What the heck is going
> > on around here? I would've thought 75 percent
> 
> > of comp.dsp would've responded to a post like this.
> 
> My house has termites and my car is ten years old. Maybe the rest of
> the gang is worried about being sued.

Whatever happened to freedom of speech?
-- 
Randy Yates
Sony Ericsson Mobile Communications
Research Triangle Park, NC, USA
randy.yates@sonyericsson.com, 919-472-1124

Randy Yates wrote:

> Jerry Avins <jya@ieee.org> writes:
> 
> 
>>Randy Yates wrote:
>>
>>
>>>Jerry Avins <jya@ieee.org> writes:
>>>
>>
>>>>[...]
>>>>What a crock! [...]
>>>
>>>Hey Jerry, I'm glad you commented on this, too, and I agree with you,
>>
>>>although my conclusion was a little gentler. What the heck is going
>>>on around here? I would've thought 75 percent
>>
>>>of comp.dsp would've responded to a post like this.
>>
>>My house has termites and my car is ten years old. Maybe the rest of
>>the gang is worried about being sued.
> 
> 
> Whatever happened to freedom of speech?

I know of a manager who gave an honest (and disparaging) appraisal of a
former employee, who then sued. The firm defended the lawsuit (on the
grounds that the manager had been truthful) and won, but fired the
manager for indiscretion after the victory. It's sad times when company
policy requires one to lie. We know what job recommendations from big
companies are worth, anyhow.

Jerry
-- 
Engineering is the art of making what you want from things you can get.
&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;&#4294967295;

Jerry Avins <jya@ieee.org> wrote in message news:<406d9901$0$3069$61fed72c@news.rcn.com>...
> I know of a manager who gave an honest (and disparaging) appraisal of a
> former employee, who then sued. The firm defended the lawsuit (on the
> grounds that the manager had been truthful) and won, but fired the
> manager for indiscretion after the victory. It's sad times when company
> policy requires one to lie. We know what job recommendations from big
> companies are worth, anyhow.

That does not mean one has to lie. Similar things have happened
elsewhere. The result is companies will usually say no more about a
person than that they were employed between certain dates in a certain
post. If you want to find out anything real about someone you have to
talk to ex-colleagues in a reliable off the record manner - phones are
recorded too easily to fit this requirement.

Regards,
Steve